User talk:Kasinarayan

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1 Vijisha Viswanathan Vijisha 9th Jun 85 #30, B-Cross, Kakkayappa Layout, Near Nanjareddy Colony Murugeshpalya Bangalore Karnataka 560017 2 Kavitha Suresh Kavi 14th Feb 86 #21, Raghavendra Colony Next to Sabari School, Vidyaranyapura Bangalore Karnataka 560097 3 Praveen V Thalaykkal Praveen 29th Sep 80 #2, Vekatachala Reddy Building, II Cross V.P. Road, Madiwala Bangalore Karnataka 560068 5 Sucharitha Gopal Sucharitha 27th Sep 1985 #59, II Main, II Cross Hanumantha Nagar Bangalore Karnataka 560019

Exit Policy Whilst we would like to always retain our employees and would be disappointed if a member of our family should wish to leave us, an employee leaving the company would be required to complete the following formalities. This covers the activities to ensure separation of employees either by resignation, absconding or retirement on attaining superannuation. a. The separation process will be initiated once the Employee submits his/her resignation letter to the reporting authority at the level of a manager. The resignation letter need to be handwritten by the Employee or in printed form or submitted by an email from his/her mail id to the reporting authority. b. Proper notice of resignation as per the terms and conditions of employment has to be submitted by the employee to his reporting authority and the authority in turn shall forward the same to his/ her manager. (In case of retirement due to superannuation, the notice on retirement shall be served by HR prior to one month of the retirement). c. The reporting authority or his/her Manager needs to discuss with the Employee and understand the reason for resignation with in 2 days of the receipt of the resignation notice. These reasons need to be endorsed on the resignation letter by the manager. d. The resignation letter will be verbally accepted or rejected by the Manager after consulting with the Department Head. No written mail for acceptance of resignation or acknowledgement on the handwritten copy shall be given by the Manager or any other authority except HR who will be signing the acceptance and relieving in the relieving order. e. Department Head need to forward the recommendation on acceptance to HR with the relieving date. This is to be done within 2 days of receipt of the letter. The reason for shortage of notice period / extension shall be clearly written in it. f. On receipt of the confirmation mail from Manager/ Department Head; HR to advice accounts Department to stop the salary from the current payroll. g. Manager and Department Head to plan and finalize on knowledge transfer plan and a copy of the same to be forwarded to HR for employee records h. The Employee to execute the knowledge transfer as per the plan and shall obtain acknowledgement of the transfer from the person authorized for so. i. The Manager shall inform the Employee that no leave shall be sanctioned during the notice period. Leave on exigencies is purely at the discretion of the Department Head. Any loss of pay or absence from work will extend the period of notice to that much period. Manager to also inform the employee that salary will be stopped immediately as per the process j. The Employee has to personally obtain a separation clearance in the prescribed form available with HR Department on the last working day and furnish to HR Department. k. The separation clearance shall be first routed to Department Head /Authorized Manager on whose approval the mail id will be disabled or deleted by the Technology Department. The employee will return the access card, ID card, locker keys to the admin Department. l. The secure id (if issued) has to be submitted to the Technology Department. m. The concerned Department Head or authorized Manager / HR dept/ Admin dept/ to record the dues/no dues on the certificate of separation clearance. Any official files, documents , etc in his possession shall be handed over to the Manager/Department Head before the last working day n. HR Manager/HR Head to certify the leave balance and number of days payable and submit to accounts Department for the final settlement as part of the separation clearance. o. Experience certificate and relieving letter to be issued by HR on the last working day after the no dues is received from the accounts Department if no dues are pending from the employee to the company. If dues are pending the certificates shall be issued only on clearance of the above. p. If an employee leaves during the bond period, he has to pay the to-and-fro airfare, visa cost, training cost (if applicable) and insurance cost for his abroad trip subject to the approval of the Department Head and any shortage in notice period if allowed by the Department Head. Per Diem allowance paid will not be counted for recovery. The amount shall be computed by the internal accounts and duly intimated to the HR with details of the computation. q. The employee shall fix up and confirm the time of exit interview with Senior Manager-HR/ Manager-HR r. The full and final settlement will be paid through the bank account whichever applicable and no cheque will be issued for the same. The amount will be credited to the payroll after the employees acknowledges the F&F settlement certificate. Exit process in the case of employees absconding from service: a) If any employee absents from duty for more than three working days consecutively without prior written permission/approval from his superior, the concerned superior shall inform the same to his/her manager immediately. Upon such information from the employee’s superior, the Manager on consultation with the HOD shall send a mail to the Unit HR Head citing the details of absence including details of any verbal communication on the above. b) HR on receipt of the mail shall immediately send a notice for unauthorized absence, instructing the employee to report duty within 2 days of the receipt of the notice, by post/courier. HR shall also forward a copy of the notice to the concerned Manager for his information. HR shall advise Technology to temporarily suspend the access and deactivate the mail id temporarily. The employee if reporting back shall report his presence to the Manager and to the Unit HR in charge. Access and Mail ID shall be temporarily deactivated in case of those employees overstaying the leave with out any intimation and such cases shall be treated as absconding. c) If the employee fails to report/reply to the notice within the stipulated time, after confirming with the he concerned Manager HR shall initiate the following processes: • Prepare the termination letter to be send to the employee and sent it by Courier/Post. • Fill up the necessary employee details in the “Separation Clearance Certificate” and obtain necessary clearance from the HOD/ Manager of the employee, and from the Technology Department and the Administration Departments on the same day itself. Technology shall take steps to deactivate the mail id and access permanently. • On completion of clearance from the HOD and the above departments, HR shall fill up the relevant information’s to be filled up by HR on the “Separation Clearance Format” and forward a copy of the same to Internal Accounts for final settlement of the employee. Any employee who has been terminated due to absconding from service shall not be issued relieving order and experience certificate from OPI. In case of any reference check, the details of absconding from the service also shall be informed.