Hi!! Looking for a suggestion in an exit case. One of our employees put up the resignation, effective from an immediate effect & went back to her hometown with company's assets & data. She is not looking forward to even visit the city in near future. What should be the exit & FnF process for her. Kindly help.

Firstly, ask her to submit the company asset. Ideally she would not be eligible for any salary, but leave encashment & relieving & experience letter is all subject to her submitting the company asset.

@S M agreed with her, and added to that, A detailed mail to return the asset as per the asset policy, data breach policy, and the consequences that she will face if not done in the weeks of time and it also affects her BGV, Conduct and her future employment will be a "?". Post then you can record the action of the same with an undertaking from her and finally, you can start the F&F process for her.

Ok thanks @Prakkash Ramann & @shalini

Yes, if it's there in her appointment letter and as per the policy of the company.

Thanks once again @Prakkash Ramann

Ideally in this case no emails will work, you may want to share a legal statement with recovery failing to comply may result in police complaint

Yes @Shivanshi Khanna as per your policy if it's been defined, then she is liable to pay against the NP not being served. However, jot down all these points and not to forget that as rightly said by Prakkash her BGV if not now, even in future it could get impacted, tarnishing her image and her career.

Ok @Nirzari Sen. Thanks !

In my opinion a firm email should be opted foras the 1st attempt, failing which the legal statement be sent out. Don't forget to mention the time line by when you would want her to respond, failing which we'll be forced to go with legal action.

@S M Agreed. If she's not reverting within the said or expected days, then we can go as per @Nirzari Sen - In Such a stage connect me will guide @Shivanshi Khanna

@Prakkash Ramann Sure will do.

@S M Agreeing with all above-mentioned, I would suggest to move forward with empathy. For example: • Revert with resignation acceptance, asking her the assets back & if required arranging a pick-up, and letting her know if any support is required the company will try to provide. • Block her email and close the computer access for her (IT must have the system details to do it). • As a follow-up email, send the company exit policy, with exit process in subtle words about the outcome and a timeline to respond. • In case you have the home address, you may send a person (courier vendor) to her place for the pick-up and email/message her the same with a reason. • A call and a message from the Leadership will be helpful. A threatening communication (police complaint) may go against the employer. Regarding legal action, please evaluate the time-cost of the people involved and other expenses against the assets she has, before taking the route.

@Wristy a very matured approach, which will ensure that the exit is smooth, and also does not impact the employer brand adversely.

Thanks @Wristy 👍👍 This will be helpful for a smooth exit

Hope you’ve done the due diligence in understanding the reason for separation. If her resignation is due to personal reasons you may handle the same as wristy mentioned above. But if it is anything related to workplace resolving the same becomes more important before we initiate F&F. We can get back assets at any point of time, but while we believe in creating a healthy workplace, it becomes very important to understand what made someone to take such call. Expanding upon the importance of understanding the reasons behind an unplanned exit, we must emphasize that uncovering the underlying cause becomes crucial in maintaining a professional and supportive work environment. It is imperative to delve deeper into the circumstances that led to this decision, as comprehending the factors at play will enable us to address any potential issues and prevent similar situations in the future. By conducting a thorough investigation and striving to resolve any workplace-related concerns, we can ensure a harmonious and productive atmosphere for the entire team.

Thanku so much @Swathi Chityala. And apologies for the late revert.