When an Employee sends an Resignation email to the HR & if the employee is not ready to stay back in the company, is that fair from Hr to send an reply email to the Employee as stated below
" Your resignation is accepted & you will getting your relieving letter only serving two notice ( as per company policy) from the date of resignation."
kindly provide your inputs on the same.
From India, Chennai
" Your resignation is accepted & you will getting your relieving letter only serving two notice ( as per company policy) from the date of resignation."
kindly provide your inputs on the same.
From India, Chennai
Yes the reply of HR is totally correct as per company policy, but some things are missing in each and every case exemptions and alterations are there so until and unless you provide full case details we wont be able to help you.
Who is the employee? Why is the employee not ready to stay back? Is the employee ready to serve notice period, if no then why not?
From India, Madras
113Who is the employee? Why is the employee not ready to stay back? Is the employee ready to serve notice period, if no then why not?
From India, Madras
Hi,
Forward the same mail to his reporting concern and ask him take decision on the same. ask the employee to serve the notice period once his reporting boss/manger accepted his resignation.
If his reporting boss is not saying anything give him reminders 2 couple of times by putting CC to your reporting, after that you can send the mail the resigned the employee to serve the notice period mean while have the buffer for that designation even the his reporting not accepted.
From India, Hyderabad
Forward the same mail to his reporting concern and ask him take decision on the same. ask the employee to serve the notice period once his reporting boss/manger accepted his resignation.
If his reporting boss is not saying anything give him reminders 2 couple of times by putting CC to your reporting, after that you can send the mail the resigned the employee to serve the notice period mean while have the buffer for that designation even the his reporting not accepted.
From India, Hyderabad
Hi Sobu,
it's all depends upon the company policy but, noted that what employee has signed in his offer letter or appointment letter if it is mentioned in the letter about the notice period or notice pay than HR has right to write mail to resigned staff for notice period.
From Taiwan,
it's all depends upon the company policy but, noted that what employee has signed in his offer letter or appointment letter if it is mentioned in the letter about the notice period or notice pay than HR has right to write mail to resigned staff for notice period.
From Taiwan,
Hi,
Thanxks for the inputs, the employee has resigned for the reason that he is not in proper terms with the reporting manager & he has not been given proper recognision & no hike was also given for which he was eligible last september but his colleague of the same band was given the hike, he tells that the manager shows favorism to specific people in floor,the HR had discussion on the same learnt that he has a better offer in hand & he is interested to quit the company. So the HR had asked for a formal resignation email for which she replied as mentioned above.
And moreover the resigned Employee is a Team lead, when 3 of his team members(critical resources) resigned his mangement did not take any initiative to retain the team members, they accepted their resignations. All together the TeamLead has finally resigned now out of complete frustation for whom the HR has replied as above.
From India, Chennai
Thanxks for the inputs, the employee has resigned for the reason that he is not in proper terms with the reporting manager & he has not been given proper recognision & no hike was also given for which he was eligible last september but his colleague of the same band was given the hike, he tells that the manager shows favorism to specific people in floor,the HR had discussion on the same learnt that he has a better offer in hand & he is interested to quit the company. So the HR had asked for a formal resignation email for which she replied as mentioned above.
And moreover the resigned Employee is a Team lead, when 3 of his team members(critical resources) resigned his mangement did not take any initiative to retain the team members, they accepted their resignations. All together the TeamLead has finally resigned now out of complete frustation for whom the HR has replied as above.
From India, Chennai
I think your company is in to Retail
By seeing your posting your thinking with below issues:
1. You are not interested to loose the resigned employee because already few of employees are left and she is team lead. Talk to the your management or your reporting Boss or CEO or Zonal Manager, tell them what are the consequences are going to face by loosing the employees. The marketing people are same like as you mentioned in mail.
2. Talk to the with resigned employee personally and try to get it salary increment to her by using your name & power,
3. Give her the best employee award by using "punctual, timings, style of working of her"
4. if you she is in to the sales get her records of sales and the proper explanation why he had increased her salary. tell him clearly how much money, time, manpower will waste or coming to dump to recruit new employee.
5. If it is going to in same way and you will put it hard work, to give best motivation to staff, use the staff welfare amount, if you got the manpower budget
6. Check the present manpower level and work accordingly
7. Ask him why the reporting boss doing in such way
Feel free to call.
From India, Hyderabad
By seeing your posting your thinking with below issues:
1. You are not interested to loose the resigned employee because already few of employees are left and she is team lead. Talk to the your management or your reporting Boss or CEO or Zonal Manager, tell them what are the consequences are going to face by loosing the employees. The marketing people are same like as you mentioned in mail.
2. Talk to the with resigned employee personally and try to get it salary increment to her by using your name & power,
3. Give her the best employee award by using "punctual, timings, style of working of her"
4. if you she is in to the sales get her records of sales and the proper explanation why he had increased her salary. tell him clearly how much money, time, manpower will waste or coming to dump to recruit new employee.
5. If it is going to in same way and you will put it hard work, to give best motivation to staff, use the staff welfare amount, if you got the manpower budget
6. Check the present manpower level and work accordingly
7. Ask him why the reporting boss doing in such way
Feel free to call.
From India, Hyderabad
Employees leave your organization for good reasons and bad reasons. On the positive side, they find new opportunities, go back to school, retire or land their dream job. Less positively, they are fired for poor performance or poor attendance or experience a layoff because of a business downturn. In each instance, you need an employment termination checklist to help the employee exit process go smoothly. Here’s a sample employment termination checklist.
Employment Termination Checklist
Employee Name: ___________________________________________
Date: _____________________________________
Notify Human Resources
_____ Notify HR: As soon as you are aware of and/or receive a letter from an employee that notifies you of the employee’s intention to terminate employment, notify your Human Resources office.
_____ Official Notice: If an employee tells you of their intention to leave your employment, ask them to write a resignation letter that states they are leaving and their termination date. (Companies request a minimum of two weeks’ notice, when possible and desirable.)
Permissions / Access Termination
_____Notify your network administrator: As soon as you know that an employee is leaving, notify your network administrator or other appropriate staff person of the date and time on which to terminate the employee’s access to computer and telephone systems. Make arrangements for how these accounts will be routed to ascertain that your organization will not lose contact with clients and customers. Additionally, disable the employee’s building entry alarm code, if applicable.
_____Disable employee building or property access: Effective on the termination date, whether immediate in a firing situation, or at a mutually agreed upon end date, you need to terminate the employee’s building access. Depending on your access methods, you will need to disable the employee’s building entry code, disable the entry swipe card, or collect the employee’s keys. It is in both your best interest and the former employee’s that he or she cannot access any company property.
Return of Property
_____ Return of company property: Exiting employees are required to turn in all company books and materials, keys, ID badges, computers, cell phones and any other company-owned items.
_____ Passwords: Employees should provide their supervisors with passwords and other information pertaining to accessing computer files and telephone messages. (You may want to keep email and phone accounts active for a while to field customer contacts.)
Status of Benefits
_____ Vacation pay and unused sick time: Terminating employees are paid up to a maximum of 30 days for unused, accrued vacation time. If the employee has used time not yet accrued, payment to the company for this time is subtracted from the last pay check. (If your company designates a certain number of sick days and they are accrued, you would also need to pay the employee for the time accrued.)
_____ Benefits status letter: Following termination, former employees receive a letter from the Human Resources office that outlines the status of their benefits upon termination. This includes life insurance, health coverage, retirement plan and expense account plans. (To extend eligible employees and their enrolled dependents the right to continue health care plan coverage for a specified period of time at their own expense and at full cost.)
_____ Repayment of advances: Any unpaid payroll advances will be subtracted from the employee’s final check.
_____ Payment of money owed the employee: Any unpaid expenses for company business purposes (turned in on an expense report), unpaid commission and bonuses will be paid in the final pay check.
Confidentiality and Non-compete Agreements
_____ Review of confidentiality agreement or non-compete agreement: Any confidentiality agreement or non-compete agreement that the exiting employee signed when commencing employment should be reviewed to make certain the employee understands what is expected.
Even if the employee never signed such a document, most employee handbooks have a clause or code of conduct paragraph about not sharing company confidential information or trade secrets. Review this and remind the employee that any breech of this confidentiality will be addressed.
Exit Interview
_____ Confidential exit interview: Exiting employees are encouraged to participate in a confidential exit interview with the Human Resources department. (Exit interviews are an important process you can use to gather information regarding the working environment in your organization. When notified that an employee is terminating employment, your HR office will schedule an exit interview. All information gathered is confidential and is reported periodically in summary form.
_____ Written permission for reference checking: Exiting employees, who plan to seek employment, must sign a form giving the company permission to provide reference information when potential employers call.
_____ Give the employee an address update form to fill out if they move. Especially for large companies, or those with high turnover, Any type of coordination will come back as non-deliverable if the address has changed. Without new contact information, it is difficult to provide needed information to the former employee. As a backup, verify that the employee’s emergency contact information is up-to-date and that you can contact that person to locate them if you have trouble getting to them.
From India, Mumbai
Employment Termination Checklist
Employee Name: ___________________________________________
Date: _____________________________________
Notify Human Resources
_____ Notify HR: As soon as you are aware of and/or receive a letter from an employee that notifies you of the employee’s intention to terminate employment, notify your Human Resources office.
_____ Official Notice: If an employee tells you of their intention to leave your employment, ask them to write a resignation letter that states they are leaving and their termination date. (Companies request a minimum of two weeks’ notice, when possible and desirable.)
Permissions / Access Termination
_____Notify your network administrator: As soon as you know that an employee is leaving, notify your network administrator or other appropriate staff person of the date and time on which to terminate the employee’s access to computer and telephone systems. Make arrangements for how these accounts will be routed to ascertain that your organization will not lose contact with clients and customers. Additionally, disable the employee’s building entry alarm code, if applicable.
_____Disable employee building or property access: Effective on the termination date, whether immediate in a firing situation, or at a mutually agreed upon end date, you need to terminate the employee’s building access. Depending on your access methods, you will need to disable the employee’s building entry code, disable the entry swipe card, or collect the employee’s keys. It is in both your best interest and the former employee’s that he or she cannot access any company property.
Return of Property
_____ Return of company property: Exiting employees are required to turn in all company books and materials, keys, ID badges, computers, cell phones and any other company-owned items.
_____ Passwords: Employees should provide their supervisors with passwords and other information pertaining to accessing computer files and telephone messages. (You may want to keep email and phone accounts active for a while to field customer contacts.)
Status of Benefits
_____ Vacation pay and unused sick time: Terminating employees are paid up to a maximum of 30 days for unused, accrued vacation time. If the employee has used time not yet accrued, payment to the company for this time is subtracted from the last pay check. (If your company designates a certain number of sick days and they are accrued, you would also need to pay the employee for the time accrued.)
_____ Benefits status letter: Following termination, former employees receive a letter from the Human Resources office that outlines the status of their benefits upon termination. This includes life insurance, health coverage, retirement plan and expense account plans. (To extend eligible employees and their enrolled dependents the right to continue health care plan coverage for a specified period of time at their own expense and at full cost.)
_____ Repayment of advances: Any unpaid payroll advances will be subtracted from the employee’s final check.
_____ Payment of money owed the employee: Any unpaid expenses for company business purposes (turned in on an expense report), unpaid commission and bonuses will be paid in the final pay check.
Confidentiality and Non-compete Agreements
_____ Review of confidentiality agreement or non-compete agreement: Any confidentiality agreement or non-compete agreement that the exiting employee signed when commencing employment should be reviewed to make certain the employee understands what is expected.
Even if the employee never signed such a document, most employee handbooks have a clause or code of conduct paragraph about not sharing company confidential information or trade secrets. Review this and remind the employee that any breech of this confidentiality will be addressed.
Exit Interview
_____ Confidential exit interview: Exiting employees are encouraged to participate in a confidential exit interview with the Human Resources department. (Exit interviews are an important process you can use to gather information regarding the working environment in your organization. When notified that an employee is terminating employment, your HR office will schedule an exit interview. All information gathered is confidential and is reported periodically in summary form.
_____ Written permission for reference checking: Exiting employees, who plan to seek employment, must sign a form giving the company permission to provide reference information when potential employers call.
_____ Give the employee an address update form to fill out if they move. Especially for large companies, or those with high turnover, Any type of coordination will come back as non-deliverable if the address has changed. Without new contact information, it is difficult to provide needed information to the former employee. As a backup, verify that the employee’s emergency contact information is up-to-date and that you can contact that person to locate them if you have trouble getting to them.
From India, Mumbai
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Exit Policy.xls
EXIT INTERVIEW POLICY.doc