Sbu Cee_leaving The Company And End Of Fixed Term Contract

The statement is true because for fixed term employees, the actual end date of their employment should match the contract end date specified in the LPS Contract Page. This ensures that the employee's employment is terminated as per the agreed upon contract terms and avoids any confusion or discrepancies regarding the end date of their employment.

The statement suggests that the termination date for NL members should always be on the 1st of the month. However, this is not true as there may be different termination dates for NL members depending on various factors such as contractual agreements, company policies, or individual circumstances. Therefore, the correct answer is False.

The contract page in LPS is not automatically terminated once the leaver notification is approved. This means that even if the leaver notification is approved, the contract page will still remain active and will not be terminated automatically.

Discoverer should be used to extract the list of ALL direct reports of a supervisor, regardless of country. This tool is specifically designed for reporting and data analysis, making it suitable for extracting and analyzing data related to direct reports. It provides a user-friendly interface and various features that allow users to create, modify, and execute queries to retrieve the desired information. Additionally, Discoverer supports a wide range of data sources and can handle large volumes of data efficiently.

The Onshore Service Consultant is responsible for handling requests to terminate Involuntary leavers in Germany. They are likely the point of contact for employees who are being terminated and are responsible for managing the process. The Supervisor, HR Manager, and People Manager may also be involved in the decision-making process, but the Onshore Service Consultant is the one who receives and processes the requests.

The mandatory fields on the End employment page include the Final process date, Actual end date, Notification date, and Leaving reason. These fields are necessary to accurately document and track the employee's departure from the company. The Final process date refers to the date when all necessary procedures and paperwork related to the employee's departure are completed. The Actual end date is the specific date when the employee's employment officially ends. The Notification date is when the employee was formally informed about the termination or resignation. The Leaving reason is the explanation or justification for the employee's departure from the company.

The explanation for the given correct answer is that the notice period typically begins when the employee submits their resignation letter to their manager. This is the common practice and is usually based on the date mentioned in the resignation letter. Therefore, it is true that the notice period starts when the resignation letter is handed over.

It is important to notify stakeholders when a member is leaving the company because stakeholders have a vested interest in the company's operations and success. By informing them about a member's departure, stakeholders can be kept informed and updated about any potential changes or impacts on the company. This allows stakeholders to make informed decisions and adjustments based on the new circumstances, ensuring transparency and maintaining trust in the company's management.

The statement is true because once the LPS (Leave and Pass System) notification has been approved, the members will indeed be automatically transferred to the new supervisor. This transfer will occur based on the effective date that is indicated in the LPS notification. Therefore, the statement is correct.

The correct answer is Resignation. Resignation is a voluntary leaving reason, meaning that the employee chooses to leave the job on their own accord. Dismissed, Terminated due to Compromised Agreement, and Terminated due to End of Fixed Term Contract are all involuntary leaving reasons, where the decision to leave is made by the employer or due to specific circumstances.

In Germany, permanent members typically have a notice period of 3 months. This means that if they wish to terminate their employment or leave their current position, they are required to provide their employer with a notice period of 3 months. This allows the employer sufficient time to find a replacement and ensures a smooth transition for both parties involved.

The correct answer is Non-member, Contingent, and Freelancer. These individuals are not considered as part of the CGI staff under CGI Payroll. They may be external contractors or temporary workers who are hired on a project basis or for a specific duration. They do not have the same employment benefits and privileges as regular CGI employees.

Incorrect termination can indeed impact payroll records and result in overpayment or underpayment. When an employee is terminated, their final paycheck needs to accurately reflect their earned wages and any applicable deductions. If the termination is processed incorrectly, it can lead to errors in calculating the final payment, resulting in either overpayment or underpayment. Therefore, the statement that incorrect termination will not result in overpayment/underpayment is false.

In CEE countries, the notice period can be shortened if the supervisor confirms it. This means that if the supervisor agrees to a shorter notice period, it is allowed and valid. However, without the supervisor's confirmation, the notice period cannot be shortened. Therefore, the statement is true.

The effective date when ending the contract should be set after the actual end date. This means that the contract will officially end on the specified date, and any obligations or responsibilities outlined in the contract will no longer be in effect from that point forward. Setting the effective date after the actual end date ensures clarity and avoids any confusion or potential disputes regarding the termination of the contract.

The correct path to end the LPS record for Non-members, Contingent Workers, and Freelancers is through the "People Form > Others > End Placement" option. This option specifically caters to terminating the employment of individuals who are not regular employees or members of the organization.

In Switzerland, it is true that there are no consequences if a member leaves within the probationary period. This means that if an employee decides to leave their job during the probationary period, they will not face any negative repercussions or penalties. This policy allows employees to assess whether the job is a good fit for them without fear of consequences if they decide to leave early on.

The correct answer is "People Form > Assignment page > Supervisor tab > flex field". This is because the supervisor information needs to be manually updated on the flex field in the Supervisor tab of the Assignment page in the People Form. The other options mentioned (supervisor field, contract page, end employment) are not relevant to updating the supervisor information.

The statement is true because the Final Process Date refers to the last day of the leaving month. This means that any process or action that needs to be completed before the individual leaves, such as paperwork, payments, or finalizing any tasks, will be done on this date. It is important to ensure that all necessary processes are completed by this date to avoid any delays or complications in the leaving process.

The statement is false because the confirmation letter should be drafted for members whose reason for leaving is "ended due to end of fixed term contract."