Hello All, I am working as a HR in a software company located in Vizag, Andhra Pradesh. Recently our management decide to change the company policy. Those are....
1. Management can terminate an employee without any reason by giving 30 days (1-month salary)
2. Employee has to serve 90 days from the date of resignation.
Can anyone guide me, employer and employee have different rights in the notice period.
Please suggest me keeping in view that the company is located in AP.
Advance Thanks!!!
From India, Hyderabad
11. Management can terminate an employee without any reason by giving 30 days (1-month salary)
2. Employee has to serve 90 days from the date of resignation.
Can anyone guide me, employer and employee have different rights in the notice period.
Please suggest me keeping in view that the company is located in AP.
Advance Thanks!!!
From India, Hyderabad
Hi Krishna,
Providing employment is nothing but entering into contract with some one else who can accomplish organization goals by putting his/her efforts and skills.
So whenever you enter into a contract offeror and offeree both should have equal rights in terms of termination of the contract, which lies on the principle of natural justice.
There is no rule in law to define notice period. Hence it is purely depends on the offeror in this case. They may have their own reasons, but it is always better to disclose the employee about notice period before he joins. It makes sense.
Best Regards
Ravichandra Paanem
From India, Hyderabad
Providing employment is nothing but entering into contract with some one else who can accomplish organization goals by putting his/her efforts and skills.
So whenever you enter into a contract offeror and offeree both should have equal rights in terms of termination of the contract, which lies on the principle of natural justice.
There is no rule in law to define notice period. Hence it is purely depends on the offeror in this case. They may have their own reasons, but it is always better to disclose the employee about notice period before he joins. It makes sense.
Best Regards
Ravichandra Paanem
From India, Hyderabad
Hi Krishna,
I agree with Mr Ravichandra.
But, ensure that there is a fool proof Disciplinary process and protocol been enforced in your organisation.
Make sure that no productive and non-toxic resource should be apprehended by this amendment.
Assume that your management wants to remove some targeted resources from the system.
From India, Madras
I agree with Mr Ravichandra.
But, ensure that there is a fool proof Disciplinary process and protocol been enforced in your organisation.
Make sure that no productive and non-toxic resource should be apprehended by this amendment.
Assume that your management wants to remove some targeted resources from the system.
From India, Madras
Hello Krishnaprakash,
Like Ravichandra Paanem mentioned, it depends on each Company's views & Policies.
However, you also need to look @ it from a HR perspective--even though employees may NOT raise or complain reg the disparity openly, they are sure to notice it, leading to avoidable employer/employee friction.....the normal consequence being a reduced 'sense of belonging' from the employee-end.
Also, a 90 day Notice Period is but a misplaced view that most companies hold. Once an employee resigns, his/her interest in work is sure to go down. What would the Company gain in such a situation? Though there are exceptions where the Handing-over activity does take so much time, they can't be the norm.
A better way could be to have the NP as 60 days from BOTH ends.
Rgds,
TS
From India, Hyderabad
Like Ravichandra Paanem mentioned, it depends on each Company's views & Policies.
However, you also need to look @ it from a HR perspective--even though employees may NOT raise or complain reg the disparity openly, they are sure to notice it, leading to avoidable employer/employee friction.....the normal consequence being a reduced 'sense of belonging' from the employee-end.
Also, a 90 day Notice Period is but a misplaced view that most companies hold. Once an employee resigns, his/her interest in work is sure to go down. What would the Company gain in such a situation? Though there are exceptions where the Handing-over activity does take so much time, they can't be the norm.
A better way could be to have the NP as 60 days from BOTH ends.
Rgds,
TS
From India, Hyderabad
Sir,
Mein 5-6 saalo se Ministry mein as a contract basis par kaam kar raha tha, one week phele mujhe bina notice diye or bina koi reason diye nikal diya gaya, Contractor ne bhi ye bol kar apna pala jhad diya ki tum is office ke under nahi ate, ab mein kha jao, Ministry bolti hai ki tum hamare under nahi ate or Contractor bolta hai tum hamari company ke under nahi ate, na hi hum Delhi Govt. ke under ate, na hi Central Govt. ke under, par hai salary hame Delhi Govt. ke hisab se di jati hai, jab ke kaam ham Central Govt. mein karte hai, kya ye thik hai Indian Law ke according,
From India, Delhi
Mein 5-6 saalo se Ministry mein as a contract basis par kaam kar raha tha, one week phele mujhe bina notice diye or bina koi reason diye nikal diya gaya, Contractor ne bhi ye bol kar apna pala jhad diya ki tum is office ke under nahi ate, ab mein kha jao, Ministry bolti hai ki tum hamare under nahi ate or Contractor bolta hai tum hamari company ke under nahi ate, na hi hum Delhi Govt. ke under ate, na hi Central Govt. ke under, par hai salary hame Delhi Govt. ke hisab se di jati hai, jab ke kaam ham Central Govt. mein karte hai, kya ye thik hai Indian Law ke according,
From India, Delhi
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.
Notice period.jpg
Notice Period Extension Letter Format.doc
Renewal Of Licence Period Extended for 15 yrs.Under Tamil Nadu Factories Rules,1950.pdf