We are an IT service company. We have a pay revision cycle every April. As per our policy, during pay revision, it will not be applicable for the individual if he/she is in the notice period (3 months). One of our employees has withdrawn the resignation during the notice period. What should be done to the salary revision? Should it be made effective from April, and arrears paid this month, or will the revision be effective from the month the resignation was withdrawn? Kindly let us know good practice or industry practice.
From India, Chennai
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From India, Chennai
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Revision of salary is not a mandatory requirement. It is purely based on the performance and company's capacity to pay or incur additional expenditure.
For an employee who has resigned and then withdrawn the resignation, whether the revision of salary should be considered or not is a corporate decision or policy. If it is to be considered, the timing of the revision and all related aspects should be determined by the company.
From India, Madras
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320For an employee who has resigned and then withdrawn the resignation, whether the revision of salary should be considered or not is a corporate decision or policy. If it is to be considered, the timing of the revision and all related aspects should be determined by the company.
From India, Madras
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As Babu has explained, there are no rules in this regard in the law. However you need to see the company policy on it. Further, you need to see it from HR and IR point of view
- Why has he withdrawn the resignation? Because he wants to take advantage of the increment and then leave ?
- or is it that he can’t find another job (or offer withdrawn)
- did someone induce him to stay and you want to retain him ?
Whether you should give him the increment or not (or give him with retrospective effect) depends on answers to the above and what the plans of your management is with respect to this employee. You need to speak to the relevant decision maker and take his opinion
From India, Mumbai
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- Why has he withdrawn the resignation? Because he wants to take advantage of the increment and then leave ?
- or is it that he can’t find another job (or offer withdrawn)
- did someone induce him to stay and you want to retain him ?
Whether you should give him the increment or not (or give him with retrospective effect) depends on answers to the above and what the plans of your management is with respect to this employee. You need to speak to the relevant decision maker and take his opinion
From India, Mumbai
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Sir, you know the answer. Actually, more clarification is required from us. Usually, the question of notice period arises for managements. Okay, suppose it falls for employees, like in this case. Does the company approve his re-entry? If approved, what is the management's opinion on his notice period? To nullify the notice period as a special case and give approval for the continuation of service, treating his absence as leave without pay or any other leave period. If it is a loss of pay period or any leave he is eligible for, the new pay scale. Okay.
From India, Nellore
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From India, Nellore
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Dear Friend,
Put yourself in the shoes of another person, and you will come to understand what constitutes good practice. The employee has been in continuous service; he has not left and rejoined. He withdrew his resignation during the notice period. Imagine you are that employee and you are deprived of an annual increment. How would you react? Would your morale still be high?
Thank you.
From India, Mumbai
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Put yourself in the shoes of another person, and you will come to understand what constitutes good practice. The employee has been in continuous service; he has not left and rejoined. He withdrew his resignation during the notice period. Imagine you are that employee and you are deprived of an annual increment. How would you react? Would your morale still be high?
Thank you.
From India, Mumbai
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