Hi Shweta,
In my view you certainly need to pay him/her for all the days including 4th if you have not considered the employee as a new recruit & have not generated a New Emp. Code in your system.
Although, the emp. has resigned on Saturday, Aug 02, 2008 according to your explanation the management had not yet accepted his/her resignation and thus the employee is deemed to have been in employment as on all the three days i.e. probably serving the notice period.
Simply stated if the employee has adequate leave balance you can consider his/her absence on Aug 04, 2008 as a casual leave and provide the employee with salary for all the 3 days as arrears in the next month salary processing.
Hope the above justification clarifies your doubts. Kindly revert in case of any further assistance.
Best Regards,
Dhaval
In my view you certainly need to pay him/her for all the days including 4th if you have not considered the employee as a new recruit & have not generated a New Emp. Code in your system.
Although, the emp. has resigned on Saturday, Aug 02, 2008 according to your explanation the management had not yet accepted his/her resignation and thus the employee is deemed to have been in employment as on all the three days i.e. probably serving the notice period.
Simply stated if the employee has adequate leave balance you can consider his/her absence on Aug 04, 2008 as a casual leave and provide the employee with salary for all the 3 days as arrears in the next month salary processing.
Hope the above justification clarifies your doubts. Kindly revert in case of any further assistance.
Best Regards,
Dhaval
Hi shweta,
Although the employee had resigned,he had every right to withdraw the resignation before acceptance.Which he has done.Therefore he is like any
other employee and the resignation is of no consequence.He is entitled for payment for2,3.
From India, Pune
4Although the employee had resigned,he had every right to withdraw the resignation before acceptance.Which he has done.Therefore he is like any
other employee and the resignation is of no consequence.He is entitled for payment for2,3.
From India, Pune
Hi Swetha, Irrespetive resignation acceptance you should pay him if you want to retain and if u dont want ur company name to be badly spoken in the market....... regards kiran
From India, Delhi
From India, Delhi
If you persuaded the person to withdraw his resignation, it means that the company needs his services rather than he needing this particular job.
Many employers make the mistake of assuming that the power balance is tilted in their favour as far as an individual employee is concerned because they pay him every month which enables him run his household. They need to be reminded that these days the demand is chasing supply and it is the employees who call the shots.
In any case, a model employer will treat the employees with organic warmth rather then mere quoting the rules and that is what I call SAGACITY.
If you started bickering about a few days' salary on technical grounds you are giving wrong vibes to someone who had to be cajoled to withdraw his resignation because the company values his skills, you are starting on the wrong note once again.
From India, Vadodara
Many employers make the mistake of assuming that the power balance is tilted in their favour as far as an individual employee is concerned because they pay him every month which enables him run his household. They need to be reminded that these days the demand is chasing supply and it is the employees who call the shots.
In any case, a model employer will treat the employees with organic warmth rather then mere quoting the rules and that is what I call SAGACITY.
If you started bickering about a few days' salary on technical grounds you are giving wrong vibes to someone who had to be cajoled to withdraw his resignation because the company values his skills, you are starting on the wrong note once again.
From India, Vadodara
It is very clear that you could retain your good resource w/o accepting his resignation resulting in his final settlement & relieving order was not done.Under such circumstances, i do not think you need to have any doubt on his continuity as he is continuing. You may consider his leave balances before any deduction and this goes by your HR leave policy. You may have to record the follwoing discussion points in his personal file as a supporting document for all the exercises you have done
-his resignation letter
-Discussion points endorsed on his resignation letter
-Your final write up on the same resignation letter staing employees acceptance to withdraw his resignation which is finally approved by senior HR person and his or her immediate functional head.
That is all i feel an appropriate one, anyway it all goes by organization specific....
From India, Bangalore
-his resignation letter
-Discussion points endorsed on his resignation letter
-Your final write up on the same resignation letter staing employees acceptance to withdraw his resignation which is finally approved by senior HR person and his or her immediate functional head.
That is all i feel an appropriate one, anyway it all goes by organization specific....
From India, Bangalore
Dear Shweta,I am sure there is a notice period that is to be served. If that is the case, 04 Aug 08 would be a leave. If there is no concept of notice period, then the employee would not eligible to be paid on 04 Aug 08 but should certainly be paid for 02 & 03 Aug 08. The reason is till the resignation is accepted, the employee is on the rolls and the two days are a weekly off.So, please pay him for 02 Aug and 03 Aug 08.warm regards,Swaminath Adabala
From India, Hyderabad
From India, Hyderabad
hi sweta Now i m facing same situation. After resignation he was on absent for 5 days without intimation. After that he rejoined. So we taken these days LWP Thanks n regards Jossy Justin
From India, Kochi
From India, Kochi
Dear Shweta
The details clearly show that you had not accepted the resignation nor it was the termination of the services of the empoloyee by the organization. you had only kept the decision pending and tried to convince the employee to get back amounting to withdrawal of the regisnation letter submitted which clearly indicates that the employee was still on rolls. in this case the two days which the employee didnot attend the job can be treated only as days on leave (any of its kind) and it also cannot be treated as unauthorised absense since he had already informed you that he would be comming back to duty on the date mentioned. so only if the employee had utilized all his leave benefits then the loss of pay can be clamped on him.
but if you have deduted the salary on the basis that he had resigned and rejoined then you should accept the resination settle all dues and create new records as done for a employee who joins your organization as a fresh entrant.
regards
R.Manoj
From India, Madras
The details clearly show that you had not accepted the resignation nor it was the termination of the services of the empoloyee by the organization. you had only kept the decision pending and tried to convince the employee to get back amounting to withdrawal of the regisnation letter submitted which clearly indicates that the employee was still on rolls. in this case the two days which the employee didnot attend the job can be treated only as days on leave (any of its kind) and it also cannot be treated as unauthorised absense since he had already informed you that he would be comming back to duty on the date mentioned. so only if the employee had utilized all his leave benefits then the loss of pay can be clamped on him.
but if you have deduted the salary on the basis that he had resigned and rejoined then you should accept the resination settle all dues and create new records as done for a employee who joins your organization as a fresh entrant.
regards
R.Manoj
From India, Madras
Absolutely Right. The desire should be to keep him and keep him happy. Not to make him feel that he made a mistake by staying back. -Renu
From India, Bhopal
From India, Bhopal
Hi,
The whole debate looks strange to me from HR perspective. HR's job is to keep employees motivated and happy. You must make him comfortable and indicate that his presence in the organisation is valued. Or else let him go away.
This person also seems to be immature. He first resigns and then joins back again!! Thus legally making his case very week. The very fact that he has gives another joining letter means that he accepts quitting job on a particular day.
Purely from managerial perspective you should ignore the "salary loss" pay him up and remove the discontent.
Your management (must be from Max Weber's schools) want to retain the employee but seem to be creating fuss about two days salary.
Was he a daily wage labour? If you want to retain good poeple you must respect them and such trivia shouldn't come in the way.
With each day's delay in settelment of this matter you are giving him an opportunity to feel bad about the organisation and his performance quality is likely to suffer.
He will keep getting wages while he is wasting atleast one hour complaining and cribbing about you and the organisation!!
All the best
Neeraj
From India, Jaipur
The whole debate looks strange to me from HR perspective. HR's job is to keep employees motivated and happy. You must make him comfortable and indicate that his presence in the organisation is valued. Or else let him go away.
This person also seems to be immature. He first resigns and then joins back again!! Thus legally making his case very week. The very fact that he has gives another joining letter means that he accepts quitting job on a particular day.
Purely from managerial perspective you should ignore the "salary loss" pay him up and remove the discontent.
Your management (must be from Max Weber's schools) want to retain the employee but seem to be creating fuss about two days salary.
Was he a daily wage labour? If you want to retain good poeple you must respect them and such trivia shouldn't come in the way.
With each day's delay in settelment of this matter you are giving him an opportunity to feel bad about the organisation and his performance quality is likely to suffer.
He will keep getting wages while he is wasting atleast one hour complaining and cribbing about you and the organisation!!
All the best
Neeraj
From India, Jaipur
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