I've joined TCS in 2009, and as per my offer letter, I've a 90 days notice period. Later on there is a change in the company policy in 2010/2011, and the notice period was reduced to 30 days across the company.
Now is the change in the policy applicable to me, or I'm bound to serve the 90 days?
Please help me, as inspite of giving them 30 days notice, they are now asking me to pay notice period shortfall for two months.
Thanks
From India, Kolkata
Now is the change in the policy applicable to me, or I'm bound to serve the 90 days?
Please help me, as inspite of giving them 30 days notice, they are now asking me to pay notice period shortfall for two months.
Thanks
From India, Kolkata
Hello
The change in the policy has been in effective since 2010/11 as you mentioned and the same has to be employees vide the organization. If you are in receipt of the same then you can claim the notice period relaxation, however it would be good if you can speak to your BU HR on this regard for better understanding.
Hope this might be of some help.
Regards
Jeevan
From India, Thiruvananthapuram
9The change in the policy has been in effective since 2010/11 as you mentioned and the same has to be employees vide the organization. If you are in receipt of the same then you can claim the notice period relaxation, however it would be good if you can speak to your BU HR on this regard for better understanding.
Hope this might be of some help.
Regards
Jeevan
From India, Thiruvananthapuram
Hi, There would have been a written communication to notify the reduction in notice period. I suggest you can refer that mail and then discuss it further with your HR. Regards Vineet
From India, Delhi
From India, Delhi
Hi,
A you have mentioned the change in the policy has been effective since 2010/1,there would have been surely some sort of written communication from HR to concerned employees to notify the reduction in notice period, please refer to it There might be 2 possibilities –
1. Change in policy is applicable to only to employees joining the organization from 2010/11 onwards
Remedy – As per company norms you would need to compensate the remaining notice period
2. Change in policy is applicable to all current employees of the organization
Remedy – No such need
From India, Mumbai
A you have mentioned the change in the policy has been effective since 2010/1,there would have been surely some sort of written communication from HR to concerned employees to notify the reduction in notice period, please refer to it There might be 2 possibilities –
1. Change in policy is applicable to only to employees joining the organization from 2010/11 onwards
Remedy – As per company norms you would need to compensate the remaining notice period
2. Change in policy is applicable to all current employees of the organization
Remedy – No such need
From India, Mumbai
Hi,
For any change in Policies, they are uploaded in the Intranet site, and shown as intimation that the respective policy has been amended. There is no mail communication available in this regard.
Also the policy states the below :-
Document Release Note : This policy on Separation, V 2, is released for use with effect from 01 Jan 2010.
Implementation Date : This policy is applicable with effect from Oct 1, 2007. All separation on or after this date will be governed by this policy.
So I can assume that this should be applicable to me.
I've already resigned, and they have sent me a notice to pay short fall amount. So I want to know my stand as per policy.
Also they initially communicated in writing that the notice period applicable is 30 days, and later on at the time of calculating the final settlement they are now saying the other way.
Thanks,
From India, Kolkata
For any change in Policies, they are uploaded in the Intranet site, and shown as intimation that the respective policy has been amended. There is no mail communication available in this regard.
Also the policy states the below :-
Document Release Note : This policy on Separation, V 2, is released for use with effect from 01 Jan 2010.
Implementation Date : This policy is applicable with effect from Oct 1, 2007. All separation on or after this date will be governed by this policy.
So I can assume that this should be applicable to me.
I've already resigned, and they have sent me a notice to pay short fall amount. So I want to know my stand as per policy.
Also they initially communicated in writing that the notice period applicable is 30 days, and later on at the time of calculating the final settlement they are now saying the other way.
Thanks,
From India, Kolkata
If there is an amendment issued in intranet, it is definitely applicable to you also. TCS is an ethical company and they may not mislead or harass the outgoing employees. May be the HR person dealing your case is noob or eccentric. Better to discuss with higher ups.
Pon
From India, Lucknow
Pon
From India, Lucknow
Hi, Well then no need to worry,as per company norms you are in a safe hand,keep calm & as suggested in a comment above approach some senior concerned authority, things will sort out with ease.
From India, Mumbai
From India, Mumbai
As rightly said by Pon, you have to send a mail/letter to your HR referring the Amendment in Policy and also discuss with the senior HR/Accounts personnel.
From India, Ahmadabad
From India, Ahmadabad
Hi all,
just want to understand:
As per appointment letter if employee want to leave s/he has to serve 2 months notice and this notice period can not be bought out.
It can only waived off if your manager approves. But organisation can terminate/fire an employee at their sole discretion.
But what if some one has left after serving 12-14 days notice period.
Can organization has right not to give any relieving/experience/FnF letter to employee, basis s/he has not served 2 months notice??
Can an employee go legal in this case to get the letter from the organization??
Please confirm.
Regards,
From India, Delhi
just want to understand:
As per appointment letter if employee want to leave s/he has to serve 2 months notice and this notice period can not be bought out.
It can only waived off if your manager approves. But organisation can terminate/fire an employee at their sole discretion.
But what if some one has left after serving 12-14 days notice period.
Can organization has right not to give any relieving/experience/FnF letter to employee, basis s/he has not served 2 months notice??
Can an employee go legal in this case to get the letter from the organization??
Please confirm.
Regards,
From India, Delhi
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