There is no option but to pay' If you are so generous and considerate in asking the employee to withdraw his resignation, why are you showing such an attitude of deducting his pay?
As pointed out by others, he continues to be on your rolls. His offer, to resign has not been accepted and hence there is no question of making any deduction.
Cyril
From India, Nagpur
25As pointed out by others, he continues to be on your rolls. His offer, to resign has not been accepted and hence there is no question of making any deduction.
Cyril
From India, Nagpur
Ms. Shweta
You can deduct for 2 days, if you have a policy that after holiday any one not attened to office i.e monday obsent, entire holidays will treated as obsent. If you don't have such HR policy than you have to pay for that 2 days. Because that the resignation was put on saturday which is off. So there is no value for the day it will count from next working day only.
If he resigns and his last working day is 3rd Aug. Can you pay for 2nd and 3rd.?? will u releave on 3rd??
Thanks& Regards
SanjeevReddy
You can deduct for 2 days, if you have a policy that after holiday any one not attened to office i.e monday obsent, entire holidays will treated as obsent. If you don't have such HR policy than you have to pay for that 2 days. Because that the resignation was put on saturday which is off. So there is no value for the day it will count from next working day only.
If he resigns and his last working day is 3rd Aug. Can you pay for 2nd and 3rd.?? will u releave on 3rd??
Thanks& Regards
SanjeevReddy
Hi Shweta, You need not to deduct his salary as he just resigned but his resignation was not accepted, so he is still employee of your organization, just pay him full salary. Regards, Ajay
From India, Delhi
From India, Delhi
Yes, I agree with Madhukarkaitha, as the resignation is one type of offer, and for the completion of communiction it must be accepted and duly communicated with the employee, as from employer side, you have convinced him for retaining. As you have taken him as in continuity in service. As there is no written acceptance from your side. W/off days would be payable to him, and monday salary would be deducted.
Jitendra Parmar
Wockhardt
9824964123
From India,
Jitendra Parmar
Wockhardt
9824964123
From India,
hi their is no need to pay him for the days where he was absent from the job because he himself was absent, managment not stop him for duty,u must know about the principal of NO WORK NO WAGES, SO IN THE LIGHT OF THA ABOVE SAID PRINCIPAL DONT PAY HIM.
From India, Indore
From India, Indore
Hi Shweta,
The employee submitted his resignation on August 2 and has been allowed to withdraw it on August 5, and so technically speaking is on the rolls on the company without any break in service. If there is no break in service, then you can not deduct salary for the employee for weekly off days.
However, you can check with his/her supervisor as to whether the employee reported for work and did any work on August 4 and August 5. If the employee did not do any work on 4/8, then he/she should be asked to apply for leave or treat it as leave without pay. Since the resignation was withdrawn and accepted on August 5, the employee has to be marked present. So, the only scope left is August 4, 2008.
Hope I have been of some help
Regards,
Buland
The employee submitted his resignation on August 2 and has been allowed to withdraw it on August 5, and so technically speaking is on the rolls on the company without any break in service. If there is no break in service, then you can not deduct salary for the employee for weekly off days.
However, you can check with his/her supervisor as to whether the employee reported for work and did any work on August 4 and August 5. If the employee did not do any work on 4/8, then he/she should be asked to apply for leave or treat it as leave without pay. Since the resignation was withdrawn and accepted on August 5, the employee has to be marked present. So, the only scope left is August 4, 2008.
Hope I have been of some help
Regards,
Buland
Dear Shweta,
There will be a company notice period (say 30 days or 45 working days etc) for any employee to be relieved from the company. As the employee has just put an Resignation paper (either not accepted by the employer or relieved from the company), and still he will be in a rolls of the company. so there will be no question of LOP or salary without pay.
In such cases, if an employee goes on leave and if that employee has enough of earned leave, that should not be considered as LOP or Salary without Pay. Again, this decision has to be decided on case to case basis.
Regards,
Chitra
From India
There will be a company notice period (say 30 days or 45 working days etc) for any employee to be relieved from the company. As the employee has just put an Resignation paper (either not accepted by the employer or relieved from the company), and still he will be in a rolls of the company. so there will be no question of LOP or salary without pay.
In such cases, if an employee goes on leave and if that employee has enough of earned leave, that should not be considered as LOP or Salary without Pay. Again, this decision has to be decided on case to case basis.
Regards,
Chitra
From India
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