When an employee sends a resignation email to HR and if the employee is not ready to stay back in the company, is it fair for HR to send a reply email to the employee as stated below: "Your resignation is accepted, and you will receive your relieving letter after serving a two-week notice period (as per company policy) from the date of resignation." Kindly provide your inputs on the same.
From India, Chennai
Acknowledge(0)
Amend(0)
From India, Chennai
Acknowledge(0)Amend(0)
Yes, the reply from HR is totally correct as per company policy. However, there are some things missing in each case - exemptions and alterations. Therefore, until you provide full case details, we won't be able to help you.
Who is the employee? Why is the employee not ready to stay back? Is the employee willing to serve the notice period? If not, why?
From India, Madras
Acknowledge(0)Amend(0)
116Who is the employee? Why is the employee not ready to stay back? Is the employee willing to serve the notice period? If not, why?
From India, Madras
Acknowledge(0)Amend(0)
Hi,
Please forward the same email to his reporting manager and ask him to make a decision on the matter. Instruct the employee to begin serving the notice period once his reporting boss or manager has accepted his resignation. If the reporting boss does not respond, send a reminder a couple of times with CC to your reporting manager. After that, you can send an email to the resigned employee to start serving the notice period. In the meantime, ensure there is a buffer for that designation even if his reporting manager has not accepted the resignation.
From India, Hyderabad
Acknowledge(0)Amend(0)
Please forward the same email to his reporting manager and ask him to make a decision on the matter. Instruct the employee to begin serving the notice period once his reporting boss or manager has accepted his resignation. If the reporting boss does not respond, send a reminder a couple of times with CC to your reporting manager. After that, you can send an email to the resigned employee to start serving the notice period. In the meantime, ensure there is a buffer for that designation even if his reporting manager has not accepted the resignation.
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Sobu,
It all depends upon the company policy, but note what the employee has signed in his offer letter or appointment letter. If it is mentioned in the letter about the notice period or notice pay, then HR has the right to write an email to the resigned staff regarding the notice period.
From Taiwan,
Acknowledge(0)Amend(0)
It all depends upon the company policy, but note what the employee has signed in his offer letter or appointment letter. If it is mentioned in the letter about the notice period or notice pay, then HR has the right to write an email to the resigned staff regarding the notice period.
From Taiwan,
Acknowledge(0)Amend(0)
Hi,
Thank you for the inputs. The employee has resigned because he is not in proper terms with the reporting manager, and he has not been given proper recognition and no hike was given for which he was eligible last September. However, his colleague of the same band was given the hike. He mentions that the manager shows favoritism to specific people on the floor. During discussions with HR, it was learned that he has a better offer in hand and is interested in quitting the company. Consequently, HR requested a formal resignation email, to which he replied as mentioned above.
Additionally, the resigned employee is a Team Lead. When three of his team members (critical resources) resigned, his management did not take any initiative to retain them; their resignations were accepted. Ultimately, the Team Lead resigned out of complete frustration, leading to the response from HR as mentioned above.
Thank you.
From India, Chennai
Acknowledge(0)Amend(0)
Thank you for the inputs. The employee has resigned because he is not in proper terms with the reporting manager, and he has not been given proper recognition and no hike was given for which he was eligible last September. However, his colleague of the same band was given the hike. He mentions that the manager shows favoritism to specific people on the floor. During discussions with HR, it was learned that he has a better offer in hand and is interested in quitting the company. Consequently, HR requested a formal resignation email, to which he replied as mentioned above.
Additionally, the resigned employee is a Team Lead. When three of his team members (critical resources) resigned, his management did not take any initiative to retain them; their resignations were accepted. Ultimately, the Team Lead resigned out of complete frustration, leading to the response from HR as mentioned above.
Thank you.
From India, Chennai
Acknowledge(0)Amend(0)
I think your company is into Retail.
By seeing your posting, you are facing the following issues:
1. You are not interested in losing the resigned employee because already a few employees have left, and she is the team lead. Talk to your management, reporting boss, CEO, or Zonal Manager. Explain the consequences of losing the employees. The marketing people are the same as you mentioned in the mail.
2. Personally, talk to the resigned employee and try to negotiate a salary increment for her using your name and power.
3. Give her the best employee award for being punctual, following timings, and her style of working.
4. If she is in sales, review her sales records and explain why she deserves a salary increase. Clearly articulate the costs in terms of money, time, and manpower for recruiting a new employee.
5. If the situation continues, put in hard work to motivate the staff. Utilize the staff welfare budget if available.
6. Assess the current manpower levels and adjust work accordingly.
7. Inquire about the reasons behind the reporting boss's actions.
Feel free to call.
From India, Hyderabad
Acknowledge(0)Amend(0)
By seeing your posting, you are facing the following issues:
1. You are not interested in losing the resigned employee because already a few employees have left, and she is the team lead. Talk to your management, reporting boss, CEO, or Zonal Manager. Explain the consequences of losing the employees. The marketing people are the same as you mentioned in the mail.
2. Personally, talk to the resigned employee and try to negotiate a salary increment for her using your name and power.
3. Give her the best employee award for being punctual, following timings, and her style of working.
4. If she is in sales, review her sales records and explain why she deserves a salary increase. Clearly articulate the costs in terms of money, time, and manpower for recruiting a new employee.
5. If the situation continues, put in hard work to motivate the staff. Utilize the staff welfare budget if available.
6. Assess the current manpower levels and adjust work accordingly.
7. Inquire about the reasons behind the reporting boss's actions.
Feel free to call.
From India, Hyderabad
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Effective employee retention strategies-BPO. doc
Innovation in HR by Total Reward Optimisation For Employee Retention & Enhance Productivity.pd f