Read the comments by many. I wonder if HR needs to accept a resignation as advised by someone posted in the comment. So what if HR does not acknowledge or accept the resignation letter by an employee? Does it invalidate the said resignation? Do you mean, an employee cannot resign due to non-acceptance?I remember when I resigned from my company (when I worked in Malaysia), my resignation letter did'nt ask for any acceptance by HR- why the need?). It's a unilateral action on the part of the employee for terminating his service provided sufficient notice is given. It's done without compulsion and hence why the need for the company's HR to accept (or not accept) his/her resignation. I see no logics in such requirement of acceptance. Anyway, I'm not from HR. It's just a question I post in view of the comments on this matter. Anyone cares to explain this requirement (of acceptance by HR)?
CTFoo, Malaysia
From Malaysia, Ampang
13CTFoo, Malaysia
From Malaysia, Ampang
""Anyone cares to explain this requirement (of acceptance by HR)?""
A job is a contract between two parties.
When you join any company as employee,you sign an acceptance letter which spells out terms of employment,which invariably includes-notice period and acceptance by employer of date of cessation of employment.
Therefore no unilateral exit is legally permissible.
From India, Pune
A job is a contract between two parties.
When you join any company as employee,you sign an acceptance letter which spells out terms of employment,which invariably includes-notice period and acceptance by employer of date of cessation of employment.
Therefore no unilateral exit is legally permissible.
From India, Pune
Mr. CTFoo,
I wonder, if you have read the description of the original query properly. The description of the query of the author revealed, "An employee who worked with us for almost 2 years SUDDENLY LEFT the organization WITHOUT SERVING THE NOTICE PERIOD and on a bad note. DID NOT COMPLETE her responsibilities and was behaving indifferent since many days."
Your observation would have been justified to some extent when, as per your own statement, "provided sufficient notice is given" by the employee. So, were you the HR executive, what would have been your respose in a case where an employee of your organisation leaves the organisation suddenly without service the prescribed resignation notice, without fulfilling his responsibility of completion of his assigned project, without getting no due certificates from the concerned departments for the assets of the company he would have been holding in his possession? Would you prefer to give relieving and experience letter to that employee?
You cannot set a precedent of indiscipline to be followed by other employees also by taking such things easily, as the querist described in his query. Maintenance of discipline in the organisation is a must.
From India, Delhi
I wonder, if you have read the description of the original query properly. The description of the query of the author revealed, "An employee who worked with us for almost 2 years SUDDENLY LEFT the organization WITHOUT SERVING THE NOTICE PERIOD and on a bad note. DID NOT COMPLETE her responsibilities and was behaving indifferent since many days."
Your observation would have been justified to some extent when, as per your own statement, "provided sufficient notice is given" by the employee. So, were you the HR executive, what would have been your respose in a case where an employee of your organisation leaves the organisation suddenly without service the prescribed resignation notice, without fulfilling his responsibility of completion of his assigned project, without getting no due certificates from the concerned departments for the assets of the company he would have been holding in his possession? Would you prefer to give relieving and experience letter to that employee?
You cannot set a precedent of indiscipline to be followed by other employees also by taking such things easily, as the querist described in his query. Maintenance of discipline in the organisation is a must.
From India, Delhi
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf
Employee Appraisal Form new.doc