Objective

We endeavor to ensure a smooth and comfortable exit for every team member exiting Ample.

Procedure for resigining from ample

1. A Team member who wishes to resign from Ample’s services, first seeks to iron out his issues and clarify any misgivings with his direct supervisor, before he submits his resignation.
2. A supervisor / manager in turn, seeks to understand reasons and endeavors to assist his reportee in sorting out any issues, when he /she receives a resignation.

Once the resignation is submitted

1. In case the individual chooses to still resign from Ample’s services, he would need to provide us with 60 days notice period, as per the terms & conditions of employment.
2. He / She can however, discuss with his supervisor / manager in order to understand how soon he can leave, provided his position is adequately safeguarded.
3. He / She can be relocated to any location provided the same gets approved by the reporting manager, within the city (especially those in the retail teams), during the 60 day notice period, as per the requirement of the assignment he / she is holding.
4. GST at the rate of 18% is applicable on recovery of notice pay from the team members who leave the company without completing the notice period

The exit process

1. Once the supervisor / manager intimates to H.R. on his reportee’s resignation, incentives etc., will only be paid along with the full & final settlement
2. No leave can be availed during the notice period.  Any leave availed will be on ‘Loss of Pay’.
3. P.F Settlements, relieving letters will only be done quickly and efficiently, for those team members who have completely fulfilled the Company’s exit policy.
4. Full and final settlement takes place after successful completion of clearance from all stakeholders.
5. The H.R. team will seek to complete an exit interview with the exiting team member, so as to understand his / her views of the experience had with Ample during the tenure of service.
6. Under no circumstances will the Organisation compromise and settle or provide relieving letters for team members who have abandoned their position under any unfair circumstances.
7. Only under extremely critical or emergency situations, would the Company head or H.R. head consider any requests for settling papers in case of an team member having quit without fulfilling the above mentioned terms and conditions.

Circumstances that would deem putting a team member’s salary ‘on hold’

1. When a team member goes on unsanctioned or uninformed leave or extends leave in any unfair manner, then the reporting Manager / the H.R. head would take necessary action of putting his / her salary on hold.
2. This would be done till such time that the individual resumes and has valid reasons provided for his unexcused absence from work.