For employees, compliance with all company Policies as applicable is an expectation. Incinque Policies may be revised or revoked at any time, without advance notice or cause.
The company’s Termination/Separation policy refers to the event, if an employee ceases to be part of the company’s workforce. It is beneficial for all parties that the employment separation process is as clear as possible so misunderstandings and distrust between the employee and the company can be avoided. The company may handle any cases of termination of employment as dictated in its official documentation. Separation may be voluntary or Involuntary. A cause that may result in Retirement, Failure to show for a specified number of days without notice, Expiration or completion of contract, Termination for or without a cause.
In cases of resignation, the employee must submit an official written resignation letter to the immediate supervisor. A notice is expected by the employee consistent with the minimum notice requirement which is 30 days (may change without prior notice), so the company can arrange alternatives for handling the remaining workload of the position. The resignation letter must be copied and submitted to the Human Resources.
If the employee stops working before the last day/date of working as decided, the company will not provide compensation for the time remaining and the employee has to fulfil the monetary damages for clearing the dues as applicable.
Employees who violate any of the laid Policies will be subject to disciplinary action up to and including termination of employment if warranted under the circumstances.
In cases of termination, the supervisor must submit an employee termination document to the human resources department at the date of separation or before that. In some instances, a termination meeting with the employee, supervisor and a human resources officer may be scheduled. Termination may result from any of the causes as listed below.
• Immediate termination of employment due to an employee’s misconduct.
• Breaches their contract of employment
• Is discovered guilty of fraud, embezzlement or other kinds of illegal actions against the company
• Is guilty of discriminatory behavior or harassment
• Is guilty of unlawful or immoral behavior on the job
• Is guilty of willful neglect of job responsibilities
• Is discovered to have caused intentional damage to company’s assets
• Is engaged / active in dual employment
• Continuously disregards company policy
Separation of an employee from the company remains at the company’s discretion. It must however always reflect an unacceptable behavior or action that violates legal or company guidelines and may result in financial and non-financial damages for the company, other employees or society.
In cases of termination or operations/process ramp down, the employer must officially notify the employee of the termination with a specified amount of time in advance, which may or may not be applicable at all times. When/If severance pay is appropriate it will be officially stated in writing.
Employees who are involuntarily terminated by Incinque for cause or who resign in lieu of termination are not eligible for rehire. Employees who resign without providing adequate notice or who abandon their job will not be considered for rehire or any other monetary benefit from the company. Employees who resume the possession of office equipment / hardware even after termination or resignation will not be proceeding for full and final settlement and appropriate legal action may be initiated in such instance.
The full & final settlement is completed and amount is credited (if any) to the account in the salary cycle which falls after 45 days and not before the reliving formalities are completed with the organization. There are no exceptions to it.