Hi ,
i am Raghavendra Babu .I have a problem in serving the notice period.According to company policy the notice period is 2 months and i am planning to relieve with in 1 month due to family problems but when i contacted HR ,he is telling its compulsory to serve the notice period.I hope in every company there is an exception for waiving the notice period like buy out option .I am ready to pay the Notice period amount but they are telling u cant.
Only 1 reason they are giving me is that it is company policy u have to serve 2 months.
Even i dont have any work in office and there is no need to create backup.
so anyone 1 can suggest me how to move forward and get releived soon.
From India, Pune
i am Raghavendra Babu .I have a problem in serving the notice period.According to company policy the notice period is 2 months and i am planning to relieve with in 1 month due to family problems but when i contacted HR ,he is telling its compulsory to serve the notice period.I hope in every company there is an exception for waiving the notice period like buy out option .I am ready to pay the Notice period amount but they are telling u cant.
Only 1 reason they are giving me is that it is company policy u have to serve 2 months.
Even i dont have any work in office and there is no need to create backup.
so anyone 1 can suggest me how to move forward and get releived soon.
From India, Pune
Dear Friend,
Generally, there will be a clause with regard to termination of service in every appointment letter stating that "the service of an employee can be terminated by giving one month notice or payment of salary in lieu of notice". In your case also there might be such a clause in your appointment letter.
If such clause is there in your appointment letter, being an employee you need not serve the organization for 2 full months notice period. if you want to work for one month and get relief thereafter, you need to pay one month salary to your employer towards balance notice period. The HR dept cannot insist you to work compulsory for two months.
Regards
NVRao
Naidupeta
From India, Nellore
2Generally, there will be a clause with regard to termination of service in every appointment letter stating that "the service of an employee can be terminated by giving one month notice or payment of salary in lieu of notice". In your case also there might be such a clause in your appointment letter.
If such clause is there in your appointment letter, being an employee you need not serve the organization for 2 full months notice period. if you want to work for one month and get relief thereafter, you need to pay one month salary to your employer towards balance notice period. The HR dept cannot insist you to work compulsory for two months.
Regards
NVRao
Naidupeta
From India, Nellore
Hi ,
Thanks for your precious reply.
This is the statement which i got from my HR team .Could you plz read and plz help me on this and i also attached a file reagrding to my Notice period and u will find this question in last page
Scenario 2: Employee submits resignations and requests for waiver of notice period (number of days or notice period amount)
Action Required:
a. The manager needs to update the resignation of his /her reportee in the MIG tool.
b. It is required to update the resignation in MIG within 7 working days from the date of resignation, even if we are still engaging in resignation reversal discussions.
c. It is highly recommended that we ask the employee to serve the 2 months notice period. Based on the Manager’s discretion (compelling reason), on a case to case basis this needs to be reviewed with the tower HR Representative for any such exception request.
d. For any waiver of notice period amount the same needs to be approved by the Tower Director given the cost impact.
e. If the employee agrees to pay the NP shortfall, we still reserve the right to communicate to the employee that given the business criticality we cannot adhere to his/her request and he/she will have to serve the 2 months notice period. The intent of doing this is to enable smooth transition and minimal impact to delivery and it is not an employee recovery process.
f. Please send an e-mail notification to your tower HR representative on any resignations in your team.
From India, Pune
Thanks for your precious reply.
This is the statement which i got from my HR team .Could you plz read and plz help me on this and i also attached a file reagrding to my Notice period and u will find this question in last page
Scenario 2: Employee submits resignations and requests for waiver of notice period (number of days or notice period amount)
Action Required:
a. The manager needs to update the resignation of his /her reportee in the MIG tool.
b. It is required to update the resignation in MIG within 7 working days from the date of resignation, even if we are still engaging in resignation reversal discussions.
c. It is highly recommended that we ask the employee to serve the 2 months notice period. Based on the Manager’s discretion (compelling reason), on a case to case basis this needs to be reviewed with the tower HR Representative for any such exception request.
d. For any waiver of notice period amount the same needs to be approved by the Tower Director given the cost impact.
e. If the employee agrees to pay the NP shortfall, we still reserve the right to communicate to the employee that given the business criticality we cannot adhere to his/her request and he/she will have to serve the 2 months notice period. The intent of doing this is to enable smooth transition and minimal impact to delivery and it is not an employee recovery process.
f. Please send an e-mail notification to your tower HR representative on any resignations in your team.
From India, Pune
I am an employee of a company & i don,t want to continue with the company I like to give notice period so please provide me the notice letter format
From India, New Delhi
From India, New Delhi
Dear All,
I have a question too..One of my friend's dept shut down and she did not want to move to another dept and instead resign from the organisation, however my question is if she did not have to give any handover as the department closed down does she still needs to serve a notice as per company norms and can this not be waived off???
From India, Mumbai
I have a question too..One of my friend's dept shut down and she did not want to move to another dept and instead resign from the organisation, however my question is if she did not have to give any handover as the department closed down does she still needs to serve a notice as per company norms and can this not be waived off???
From India, Mumbai
Dear all,
Please can you let me know what all details i need to look in for a candidate where i am hiring for ePub Production Manager and Business Development Manager.
Please help, this is on an urgent basis...
From India, Mumbai
Please can you let me know what all details i need to look in for a candidate where i am hiring for ePub Production Manager and Business Development Manager.
Please help, this is on an urgent basis...
From India, Mumbai
Hi All,
There is always a clause like if you do not serve the notice period you have to compensate a particular amount...
So if you people are ok with it, you may resign without completing the notice period...
Regards,
Mr. Apurva Singh
From India, Mumbai
There is always a clause like if you do not serve the notice period you have to compensate a particular amount...
So if you people are ok with it, you may resign without completing the notice period...
Regards,
Mr. Apurva Singh
From India, Mumbai
Can some one please answer the main question, as the clause mentions that employee can leave the organization prior to serving the notice period only paying the remaining months salary, but "Only under the discretion of the manager or management".
What can an employee do when contract is stated in such ambiguity, where a manager can either accept or reject the buy out option.
What should be done by an employee when the employer does not give relieving letter even if the employee is ready to pay for the buy out, but not accepted by the employer.
From India, Bangalore
What can an employee do when contract is stated in such ambiguity, where a manager can either accept or reject the buy out option.
What should be done by an employee when the employer does not give relieving letter even if the employee is ready to pay for the buy out, but not accepted by the employer.
From India, Bangalore
Check up the State Shops and establishment Act about the notice period and notice pay in lieu clause. If you have already served that period, you are deemed to have been relieved if there is no disciplinary action pending against you. If the employer does not give you the relieving letter then approach the inspector under the shops and establishment Act. Alternatively file a civil suit asking for interim mandatory injunction to get you issued the relieving letter.
Thanks
Sushil
From India, New Delhi
Thanks
Sushil
From India, New Delhi
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