Managing Notice Period during Exits

Watch out for CEO Program @ Hyderabad... 27th August 2010 from Husys powered by Nina E Woodard & Associates,USA ( www.husys.net/ceo.pdf )








Never noticed that its so complicated/important when it comes to relieving an employee from the Organisation. Here is a case I would like to discuss so that we can clear about the need to have clarity on the Notice Period and Interpretations. This is a very small case for discussion, any question you may have please do seek clarification.

Case : You as an organisation have a notice period clause for relieving an employee from services who wish to part from company (Ofcourse, its applicable when you want to give a notice to employee to leave). Here is an employee who has to give 2 months notice when he resigned... The first month passed with notice.. salary processed normally... second month he worked for 15 days and disappeared. He/she comes back after one month and asks for relieving ( In some cases the 15 days salary) In this case what do you do to close the exit logically.

Purpose of Notice Period:
Is to ensure that the organisation can plan allocation of work and responsibility to other resources hence least inconvenience to customers. Also employee is aware that duration it takes to take up a new job....

Clarify yourself the following:
- You have a signed appointment letter with the terms of relieving ( Or updated HR manual have the clauses on notice and information shared with the concerned employee as part of general communication/orientation)
- Formal resignation received and agreed by the manager and the employee regarding the notice period and the duration and tentative relieving date as per the discussion.
- Work completion or KT (Knowledge Transfer) done as on last date of relieving.

Option:
- Based on the case you could check with the manager responsible to understand the work completion and Knowledge Transfer.
- Check for the number of days to serve the notice period as per the agreed discussion with manager and confirmed.
- If there is a smooth transition orgnisation can take two decisions:
- Pay the 15 days salary and waive off the 15 days notice period where there is least inconvenience to business( Incase of No information and missing adjust the 15 days towards the shortfall of notice.)
- Issue a relieving certificate and make note in the Exit Records (after making sure all the Dues are updated from each department).


* There could be many options based on the situations... This is only an indicative option... please do check for legal implications/interpretations/your due caution before taking decisions.