Context:
I am currently in a situation where I urgently need an early release from my current organization due to a severe cardiac condition affecting my father, along with our family’s history of heart issues. I have already provided all the necessary medical documentation to HR.
Details:
- I have been on the bench since October 23, 2024, and officially resigned on November 6, 2024. There are no active projects or dependencies, and I completed all required knowledge transfers by October 15, 2024.
- My immediate manager (N+1) is out of the office until February 3, 2025, so I have escalated my request to my N+2 and N+3 for urgent approval.
- The organization has offered the option to apply for leave (including Leave Without Pay) until my official last working date. However, I am requesting a formal early release to be with my family during this critical time.
HR's Response:
- HR has informed me that an early release is subject to approvals from my N+2/N+3, Business Unit Head, and an in-house doctor’s recommendation.
- Additionally, they have pointed out that as per the company's contract clause (“at the Company’s discretion, payment of gross salary in lieu of notice”), the organization can still deny an early release based on a lack of approvals.
- I have been advised to wait for the necessary approvals and doctor's recommendation before sending any further follow-up emails.
My Ask:
Given this situation, I am seeking advice on how to best approach this request for an early release, considering the HR's stance and the urgent medical need.
- Are there any additional steps or strategies I could take to strengthen my case?
- How can I respectfully navigate this process while emphasizing the urgency of my request?
- Is there any way to leverage the contract clause effectively to expedite the approval?
Any guidance or suggestions would be greatly appreciated. Thank you in advance!
From India, Kanpur
I am currently in a situation where I urgently need an early release from my current organization due to a severe cardiac condition affecting my father, along with our family’s history of heart issues. I have already provided all the necessary medical documentation to HR.
Details:
- I have been on the bench since October 23, 2024, and officially resigned on November 6, 2024. There are no active projects or dependencies, and I completed all required knowledge transfers by October 15, 2024.
- My immediate manager (N+1) is out of the office until February 3, 2025, so I have escalated my request to my N+2 and N+3 for urgent approval.
- The organization has offered the option to apply for leave (including Leave Without Pay) until my official last working date. However, I am requesting a formal early release to be with my family during this critical time.
HR's Response:
- HR has informed me that an early release is subject to approvals from my N+2/N+3, Business Unit Head, and an in-house doctor’s recommendation.
- Additionally, they have pointed out that as per the company's contract clause (“at the Company’s discretion, payment of gross salary in lieu of notice”), the organization can still deny an early release based on a lack of approvals.
- I have been advised to wait for the necessary approvals and doctor's recommendation before sending any further follow-up emails.
My Ask:
Given this situation, I am seeking advice on how to best approach this request for an early release, considering the HR's stance and the urgent medical need.
- Are there any additional steps or strategies I could take to strengthen my case?
- How can I respectfully navigate this process while emphasizing the urgency of my request?
- Is there any way to leverage the contract clause effectively to expedite the approval?
Any guidance or suggestions would be greatly appreciated. Thank you in advance!
From India, Kanpur
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