Hi,
I want to ask - I have one full and final case of a non-performer. He resigned from my company 40 days ago because management asked him to resign due to non-performance. His total tenure with the company was 5 months, and he was designated as a Senior Manager in Business Development, with a monthly salary of 45000 INR. His performance was zero - no business, no clients from his side in 5 months.
We also issued a warning letter regarding his performance shortfall in the 3rd month. He was on probation due to being a non-performer. He resigned on 30th August, so his entire salary for August is part of his full and final settlement, which we have to clear in November.
Now, the issue is that my management does not want to pay him a single penny as he was a non-performer. However, the individual is persistently following up for his payment. I want to know if I can refuse him his August month salary based on his non-performance.
Please help!
Regards,
Parul
From India, Delhi
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2I want to ask - I have one full and final case of a non-performer. He resigned from my company 40 days ago because management asked him to resign due to non-performance. His total tenure with the company was 5 months, and he was designated as a Senior Manager in Business Development, with a monthly salary of 45000 INR. His performance was zero - no business, no clients from his side in 5 months.
We also issued a warning letter regarding his performance shortfall in the 3rd month. He was on probation due to being a non-performer. He resigned on 30th August, so his entire salary for August is part of his full and final settlement, which we have to clear in November.
Now, the issue is that my management does not want to pay him a single penny as he was a non-performer. However, the individual is persistently following up for his payment. I want to know if I can refuse him his August month salary based on his non-performance.
Please help!
Regards,
Parul
From India, Delhi
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Hi Parul,
No, we can't do this of not paying to him. Even though his performance is not good, he rendered services to the company. So the company has to pay him as he served his services to the company.
Because of non-performance itself, he was out of the company. The company should not say, "we won't pay you salary because of non-performance."
Regards,
Santosh
From India, Hyderabad
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No, we can't do this of not paying to him. Even though his performance is not good, he rendered services to the company. So the company has to pay him as he served his services to the company.
Because of non-performance itself, he was out of the company. The company should not say, "we won't pay you salary because of non-performance."
Regards,
Santosh
From India, Hyderabad
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You don't have any right to stop his full and final settlement. You will be in a loop if he proceeds legally. As he is a non-performer, hence, you asked him to leave, and he left the organization. But you have to pay him for the days he worked. If you have a component of performance pay in his salary, to that extent, you can reduce; otherwise, you have to pay his salary.
Regards,
Kamesh
From India, Hyderabad
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Regards,
Kamesh
From India, Hyderabad
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Hi Parul,
Any company can't stop an employee's salary even if it is their last salary. Now, the question is of Full and Final Settlement; whatever amount is generated for their full and final settlement, you have to pay it. One thing I want to add is that if there is a loss for the company, you can debit the same from their settlement amount and you also have to explain this debit to the employee.
As he resigned on 30th August, it implies he did not serve his probation notice period as well (Many companies deduct a notice period of 7 days during probation resignation), so you can recover his 7 days' salary as the notice period. With these reasons, you can satisfy both your management and the ex-employee.
Regards,
Sanjay Mulay
From India, Pune
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Any company can't stop an employee's salary even if it is their last salary. Now, the question is of Full and Final Settlement; whatever amount is generated for their full and final settlement, you have to pay it. One thing I want to add is that if there is a loss for the company, you can debit the same from their settlement amount and you also have to explain this debit to the employee.
As he resigned on 30th August, it implies he did not serve his probation notice period as well (Many companies deduct a notice period of 7 days during probation resignation), so you can recover his 7 days' salary as the notice period. With these reasons, you can satisfy both your management and the ex-employee.
Regards,
Sanjay Mulay
From India, Pune
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Dear Mar. Sanjay,
In my company, we don't have any notice period in the probation period, and as such, there is no loss to the company in monetary value. The only thing is all investments done by my company on him in terms of salary, training, and knowledge are now zero. There is no revenue generation from his end!
Thanks to all of you for guiding me in this case.
Regards,
Parul
From India, Delhi
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In my company, we don't have any notice period in the probation period, and as such, there is no loss to the company in monetary value. The only thing is all investments done by my company on him in terms of salary, training, and knowledge are now zero. There is no revenue generation from his end!
Thanks to all of you for guiding me in this case.
Regards,
Parul
From India, Delhi
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Hi Parul, If this is the case then you can’t stop his full & final payment. Regards, Sanjay Mulay
From India, Pune
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From India, Pune
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Dear Parul,
As F&F involves many legal factors like PF, leave encashment, salary, reimbursements, etc., the company cannot stop his F&F. If you are not processing his F&F, which includes salary, you are unable to deposit PF against his F&F. Since he resigned in the month of Aug '11, you will have to submit Form-3A with his PF withdrawal form. This cannot be issued until the F&F settlement is completed. Legally, the company cannot hold any ex-employee's PF. Therefore, the company will have to process his F&F to avoid legal complications.
Regards,
Amitav Nanda
From India, Gurgaon
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As F&F involves many legal factors like PF, leave encashment, salary, reimbursements, etc., the company cannot stop his F&F. If you are not processing his F&F, which includes salary, you are unable to deposit PF against his F&F. Since he resigned in the month of Aug '11, you will have to submit Form-3A with his PF withdrawal form. This cannot be issued until the F&F settlement is completed. Legally, the company cannot hold any ex-employee's PF. Therefore, the company will have to process his F&F to avoid legal complications.
Regards,
Amitav Nanda
From India, Gurgaon
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Hi Parul,
You need to:
1. Recover the shortfall in the notice period if he has stopped reporting immediately after tendering the resignation letter and/or after a couple of days (difference in the notice period and the period served by the employee after tendering the resignation letter).
2. Settle his final dues, including his salary for 30 days or so of August; as legally, you cannot hold back any payments due to an employee.
Ideally, in such cases, at the end of the 3rd month, while issuing a warning letter, the Company should indicate to the employee that should his performance not come up to the expected level in the next one month or so, you need to certainly cover the notice period the Company is supposed to serve such an employee/probationer. Then, his services would stand terminated from the close of working hours of _________ (protecting the interest of the Company).
Yes, you can certainly stop or not pay him anything viz. variable income (incentives/commissions) that was linked to his performance.
Regards
From India, Mumbai
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You need to:
1. Recover the shortfall in the notice period if he has stopped reporting immediately after tendering the resignation letter and/or after a couple of days (difference in the notice period and the period served by the employee after tendering the resignation letter).
2. Settle his final dues, including his salary for 30 days or so of August; as legally, you cannot hold back any payments due to an employee.
Ideally, in such cases, at the end of the 3rd month, while issuing a warning letter, the Company should indicate to the employee that should his performance not come up to the expected level in the next one month or so, you need to certainly cover the notice period the Company is supposed to serve such an employee/probationer. Then, his services would stand terminated from the close of working hours of _________ (protecting the interest of the Company).
Yes, you can certainly stop or not pay him anything viz. variable income (incentives/commissions) that was linked to his performance.
Regards
From India, Mumbai
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Hi CareerCruise,
I can understand your pain at having to bear losses through incompetent and unproductive employees. Here, I would like to stress the importance of correct selection. The onus of selection rests solely on the employer. The window for evaluation of such performance should not exceed three months, which is the normal period of replacement through placement consultants like us. During this period, you need to constantly follow the employee's performance and progress. You must learn to cut your losses at the earliest!
I am a retired Army officer, now a practicing placement consultant in Gurgaon. In the Army, we have a saying: "कोई काम करे वो काम पाये, बाकी को पाये वेतन।" (Translated: "Anyone who works gets work. The rest are given pay.") In this case, simply pay and get rid of the problem.
Good luck for the future.
Aye.
Colonel Gahlot, Proprietor
'TRURECRUIT'
09810081197
From India, Delhi
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I can understand your pain at having to bear losses through incompetent and unproductive employees. Here, I would like to stress the importance of correct selection. The onus of selection rests solely on the employer. The window for evaluation of such performance should not exceed three months, which is the normal period of replacement through placement consultants like us. During this period, you need to constantly follow the employee's performance and progress. You must learn to cut your losses at the earliest!
I am a retired Army officer, now a practicing placement consultant in Gurgaon. In the Army, we have a saying: "कोई काम करे वो काम पाये, बाकी को पाये वेतन।" (Translated: "Anyone who works gets work. The rest are given pay.") In this case, simply pay and get rid of the problem.
Good luck for the future.
Aye.
Colonel Gahlot, Proprietor
'TRURECRUIT'
09810081197
From India, Delhi
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hi if an employee has served one month notice for the termination of his service to the company, during the notice period can he avail any kind of leave?
From India, Gandhidham
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From India, Gandhidham
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It will be statutory compliance if we look from a legal perspective. Parul, if he files a case in court, the company not only has to pay the F&F amount but also some additional money as incurred by him (court expenses). The best way is to do F&F and get the matter closed.
From India, Mumbai
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From India, Mumbai
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Parul,similar incidence ocured with reference to Grat-ammt in DTDC were i am working,his amt was 47k but we need to pay him 51k by the order of court.(this incidence was for delay).
From India, Mumbai
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From India, Mumbai
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Parul,
Has the new manager actually done work? Has he really gone into the market? Has he met potential clients? Is there any documentation of what he did? Call some of the people he had met to see if he went there and what he discussed. I know of cases where the salesman has visited 1 client and wrote 4 on his timesheet. I have seen another case where the salesman has not bothered to offer to show a demo, which is a mandatory part of that company procedure. If he has not actually done his work, then you have a right to refuse his settlement pay. But it must be strongly documented. And of course, fair.
From India, Mumbai
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Has the new manager actually done work? Has he really gone into the market? Has he met potential clients? Is there any documentation of what he did? Call some of the people he had met to see if he went there and what he discussed. I know of cases where the salesman has visited 1 client and wrote 4 on his timesheet. I have seen another case where the salesman has not bothered to offer to show a demo, which is a mandatory part of that company procedure. If he has not actually done his work, then you have a right to refuse his settlement pay. But it must be strongly documented. And of course, fair.
From India, Mumbai
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Hi Parul,
You cannot stop the full and final settlement of an employee. If the employee has resigned due to poor performance and if your salary structure includes a Performance Bonus component, you can stop this particular component.
Thanks,
Manjunath
From India, Mumbai
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You cannot stop the full and final settlement of an employee. If the employee has resigned due to poor performance and if your salary structure includes a Performance Bonus component, you can stop this particular component.
Thanks,
Manjunath
From India, Mumbai
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Hi Kishan,
You can get the challans from the respective offices, namely the Employees' Provident Fund Commissioner's office and the Employees' State Insurance Corporation office, by producing a letter on the company's letterhead. It goes without saying that you will have to spell out the code number allotted to your organization by the respective authorities. Alternatively, you can purchase them from the market, i.e., stores like Anupam Stationery, etc.
Regards
From India, Mumbai
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You can get the challans from the respective offices, namely the Employees' Provident Fund Commissioner's office and the Employees' State Insurance Corporation office, by producing a letter on the company's letterhead. It goes without saying that you will have to spell out the code number allotted to your organization by the respective authorities. Alternatively, you can purchase them from the market, i.e., stores like Anupam Stationery, etc.
Regards
From India, Mumbai
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Dear Parul,
You have employed the said person and must have issued an appointment letter. Does the appointment letter have a clause for salary or incentive linked to performance? If so, that is the only avenue under which any deduction can be made. Else, once you have hired a person, there is a contract of master and servant. Therefore, once he has put in service, he is entitled to the consideration, that is his salary. In case you fail to pay, then he can file a civil suit.
From India, Pune
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You have employed the said person and must have issued an appointment letter. Does the appointment letter have a clause for salary or incentive linked to performance? If so, that is the only avenue under which any deduction can be made. Else, once you have hired a person, there is a contract of master and servant. Therefore, once he has put in service, he is entitled to the consideration, that is his salary. In case you fail to pay, then he can file a civil suit.
From India, Pune
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Hi Parul,
We cannot stop the payment at the time of joining. We will provide the appointment letter to the employee, and we should adhere to the rules based on that. However, the minimum requirement is that the employee should give notice at the time of resignation. Therefore, we cannot clear the F&F settlement for the employee.
It is crucial to remember that performance is not the sole criterion here; management should carefully consider before hiring a candidate.
Regards,
Sudhir Kumar
Email: sudhirkumar.hr@gmail.com
From India, Visakhapatnam
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We cannot stop the payment at the time of joining. We will provide the appointment letter to the employee, and we should adhere to the rules based on that. However, the minimum requirement is that the employee should give notice at the time of resignation. Therefore, we cannot clear the F&F settlement for the employee.
It is crucial to remember that performance is not the sole criterion here; management should carefully consider before hiring a candidate.
Regards,
Sudhir Kumar
Email: sudhirkumar.hr@gmail.com
From India, Visakhapatnam
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Dear CareerCruise,
He was a senior manager, and his employment is governed by his appointment contract or letter. I am sure that he might have some variable pay components in his pay structure which were to be given to him as per his performance. If yes, you can withhold the same but not the whole salary. I am also sure that you must not have included anything about not paying the salary in case of non-performance in your appointment letter. Just pay him whatever he is entitled to.
Thank you.
From India, New Delhi
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He was a senior manager, and his employment is governed by his appointment contract or letter. I am sure that he might have some variable pay components in his pay structure which were to be given to him as per his performance. If yes, you can withhold the same but not the whole salary. I am also sure that you must not have included anything about not paying the salary in case of non-performance in your appointment letter. Just pay him whatever he is entitled to.
Thank you.
From India, New Delhi
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Full & Final Payment.xls
Employee Handbook 2009 FINAL.doc