Bernie Eng's avatar'
Bernie Eng•4 tahun yang lepasAbout Salary & Benefits

Need some advice on resignation rules, AL and UPL

I have a staff tender resignation letter on 15/5.. so last day of work should be 14/6... few more days will be one year full, the staff working with us.. but we still kira 1 year AL la... balance was 3.5 days so i told the staff to work only till 10/6... the half day biar je la... but then the staff wan to leave early... by 5/6... so i said need to deduct UPL, and i ask the staff to amend the resignation date.. so that i have proof to deduct UPL..

1. Then I receive the new letter today.. the date was 7/6.. it falls on Sunday.. so Saturday cannot deduct as UPL rite?
2. If I prorate the AL til 7/6, is calculated by days or week or mth?
3. The AL might only left 3.2 days.. consider 3 days?
4. Originally till 14/6, if AL prorated to 7/6, so Last working date is 11/6, so UPL still 4 days rite?

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Luke Long's avatar'
Luke Long•5 tahun yang lepas
Its not wrong for him to have his last day on 7/6 as he enjoys paid rest day. I suggest you dont pro-rate his AL as both parties wont gain much or lose much. You will just add more admin burden and will have back and forth discussion/arguments on the calculation and why is this like and why is that like that etc. But if you wish to still pro-rate, pls use the below formula : (Annual entitlement/365)X days worked for the year until 7/6. You can round down the annual leave if below 0.4. Some companies practices round up. whatever days shot after utilising the annual leave shall be no pay leave. It is important for companies to clearly spell our their resignation conditions in their resignation policy. For example : - AL cannot be used to shorten notice period (some companies practice this) - NPL cannot be used to shorten notice period. - Last employment date shall be their last physical day. - Conditions for garden leave (if applicable)
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