I am alarmed at seeing a new trend in HR. A few instances have come to my has attention where an employee put in his papers and has stated in his resignation letter that he is willing to serve the prescribed Notice Period and that he may please be relieved at the end of the said Notice Period. The HR has very nicely responded by informing the concerned employee that\" We are pleased to inform you that it has been decided to waive off your Notice Period and you will be relieved with immediate effect.\" AND the company is clear and decided that the employee will not be paid salary in lieu of the early release decided at the discretion of the Company management.
This in real terms tantamounts to \"Termination\" of the employee...after all the employee is willing to serve out hos Notice Period and the Co. management is preventing him from doing so by \"Waiving of his Notice Period\"
It is very sad that such harsh HR practices are being adopted by employers/HR.
I invite comments on t
From India, Mumbai
90This in real terms tantamounts to \"Termination\" of the employee...after all the employee is willing to serve out hos Notice Period and the Co. management is preventing him from doing so by \"Waiving of his Notice Period\"
It is very sad that such harsh HR practices are being adopted by employers/HR.
I invite comments on t
From India, Mumbai
Sir, But in majority cases employee has alternate job in hand so that is the reason employee Put Papers I think in that case Resigned Employee will be benefited.
From India, Pune
From India, Pune
Vasanth.. I think you have raised a very pertinent issue..
HR, sadly, in many cases are becoming stooges at the hands of the management. And in the garb of cost cutting, most ethics have been thrown in the trash bin. I believe the practice you have referred to is nothing beyond 'saving the cost of salary for 2/3 months on a resource that will not be very productive any way'. Also, a part of this has been brought on by the fact that many jobs, due to the MISs already there have very little Knowledge Transfer to be done. Added to this is the typically arrogant management theory that nobody barring themselves do anything of merit anyway.
However, I firmly believe that this unilateral waiver of notice period can be challenged. The person who has resigned can simply say that I am willing to work for the notice period and have not asked for a waiver, if you want me to leave before that, please compensate me for it. Most people dont do that and take this time off to catch up on pending family commitments and hence these things never come up in the legal fora.
I am sure there are counter views. Looking forward to a few.
From India, Mumbai
HR, sadly, in many cases are becoming stooges at the hands of the management. And in the garb of cost cutting, most ethics have been thrown in the trash bin. I believe the practice you have referred to is nothing beyond 'saving the cost of salary for 2/3 months on a resource that will not be very productive any way'. Also, a part of this has been brought on by the fact that many jobs, due to the MISs already there have very little Knowledge Transfer to be done. Added to this is the typically arrogant management theory that nobody barring themselves do anything of merit anyway.
However, I firmly believe that this unilateral waiver of notice period can be challenged. The person who has resigned can simply say that I am willing to work for the notice period and have not asked for a waiver, if you want me to leave before that, please compensate me for it. Most people dont do that and take this time off to catch up on pending family commitments and hence these things never come up in the legal fora.
I am sure there are counter views. Looking forward to a few.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Withdrawl of Resignation and Notice period.doc
Resignation-Not ice Period- T._Purushotham_ Reddy_vs_United _India_Insuranc e_Company_..._o n_21_Nove.pdf