Who has decided the notice period duration for 3 months? All companies have decided on their own. Are there any government restrictions involved? Some companies are trying to extend it to 4 months now...!!! It should be 14 days or less, like in the US and European countries.
From India, Mumbai
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From India, Mumbai
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Hi Gaurav Gandhi,
Who created the practice of a three-month notice period is a stimulating question. I wish I had known the answer. However, a three-month notice period is a double-edged sword. Whenever a good employee leaves, three months seem too short. Whenever we believe we have recruited a good candidate and he wants three months to join, three months seem to be too long!
V. Raghunathan
From India
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1366Who created the practice of a three-month notice period is a stimulating question. I wish I had known the answer. However, a three-month notice period is a double-edged sword. Whenever a good employee leaves, three months seem too short. Whenever we believe we have recruited a good candidate and he wants three months to join, three months seem to be too long!
V. Raghunathan
From India
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Dear friend,
Actually, there is no three-month notice period as everyone claims. Yet, three months are being followed for making alternative arrangements. In the Government Sector, there is a one-month notice period of pay, one month's salary for immediate relief. That is really the right direction to follow since keeping an employee who is not interested is not a worthy decision. I do enclose a copy in this regard. If the post is confirmed, then a three-month notice is advisable, duly considering the training provided to the employee, etc.
From India, Arcot
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Actually, there is no three-month notice period as everyone claims. Yet, three months are being followed for making alternative arrangements. In the Government Sector, there is a one-month notice period of pay, one month's salary for immediate relief. That is really the right direction to follow since keeping an employee who is not interested is not a worthy decision. I do enclose a copy in this regard. If the post is confirmed, then a three-month notice is advisable, duly considering the training provided to the employee, etc.
From India, Arcot
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Notice period/pay is part of service conditions that are governed by various enactments applicable to establishments and employees, e.g., (Name of the state) Shops and Commercial Establishment Act that was enacted to govern the service conditions of employees working in establishments covered by this enactment. Standing Orders (certified/model)
The notice period in these enactments is as per the length of service/status of employment, either under probation or confirmed, and is either NIL or max. 30 days.
Any private agreement created by the employer and signed with the employee, or any policy that is inconsistent with such enactment/instrument of law statute, shall not survive.
Hence, the employees that are covered are protected.
The establishment would like to claim the employee is not covered; however, a capable Labor Law Consultant Service matters lawyer may ask a set of structured questions and may opine that you are covered.
For employees that are not covered, they should negotiate service conditions.
Employees at any level can form unions/IC/
From India, Chandigarh
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The notice period in these enactments is as per the length of service/status of employment, either under probation or confirmed, and is either NIL or max. 30 days.
Any private agreement created by the employer and signed with the employee, or any policy that is inconsistent with such enactment/instrument of law statute, shall not survive.
Hence, the employees that are covered are protected.
The establishment would like to claim the employee is not covered; however, a capable Labor Law Consultant Service matters lawyer may ask a set of structured questions and may opine that you are covered.
For employees that are not covered, they should negotiate service conditions.
Employees at any level can form unions/IC/
From India, Chandigarh
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Dear Sir/Madam,
I would like to inquire about the situation where a female employee takes maternity paid leave according to the stipulated regulations for a period of 80-84 days. In the event that the said employee does not return to work following the maternity leave, what actions should the company take?
Thank you.
From India, Aurangabad
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I would like to inquire about the situation where a female employee takes maternity paid leave according to the stipulated regulations for a period of 80-84 days. In the event that the said employee does not return to work following the maternity leave, what actions should the company take?
Thank you.
From India, Aurangabad
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No action can be taken except the consideration for the notice period
From India, Calcutta
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From India, Calcutta
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If management wish to release him immediately then he has to be paid in for the notice period unless it is mutually agreed.
From India, Calcutta
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From India, Calcutta
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Mr Pradipta is right.The date of retirement by resignation chosen by employee can’t be preponderance or postponed. The employer can offer to tender notice pay and employee can accept or reject.
From India, Chandigarh
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From India, Chandigarh
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