Kannan: A new policy has to be communicated to the employees.
Should the consent be taken of the employee on the policy, particularly the one that impacts a contractual agreement like an appointment letter? That's an open question and someone needs to point out exact applicable piece of law(I dont know of any to be honest)
Acceptance of the resignation:
What if the organization does not accept the resignation? Is it legally binding on the individual that one can separate from the organization ONLY if the organization allows to?
From India, Bangalore
Should the consent be taken of the employee on the policy, particularly the one that impacts a contractual agreement like an appointment letter? That's an open question and someone needs to point out exact applicable piece of law(I dont know of any to be honest)
Acceptance of the resignation:
What if the organization does not accept the resignation? Is it legally binding on the individual that one can separate from the organization ONLY if the organization allows to?
From India, Bangalore
As stated by Mr Mahesh acknowledgment is key because that only assures that resignation has been accepted and notice period is start now.
And more important is keeping your cool because this kind of situation should be used to learn the things so go and talk to your boss in detail. If you are not satisfied go to HR and do a constructive discussion so that you don't do the same mistake if any you have done here, in future.
All the best
Nikesh
From India, New Delhi
4And more important is keeping your cool because this kind of situation should be used to learn the things so go and talk to your boss in detail. If you are not satisfied go to HR and do a constructive discussion so that you don't do the same mistake if any you have done here, in future.
All the best
Nikesh
From India, New Delhi
Dear,
If in your appointment letter the notice period is mentioned as 30 days .This is enough
. If your employer try to stoff you then you may go to court nor no need .
Thanks
Mohammad Ahsan Halim
Manager HR, Admin & Compliance
From Bangladesh, Dhaka
If in your appointment letter the notice period is mentioned as 30 days .This is enough
. If your employer try to stoff you then you may go to court nor no need .
Thanks
Mohammad Ahsan Halim
Manager HR, Admin & Compliance
From Bangladesh, Dhaka
Bhaskar, kindly refer to your Appointment letter, what does it state one month ? If yes, then u need to serve that much notice period only. If co. has changed the no. of days of notice period did you signed any letter to that effect, if not then you are not covered. In your resignation clearly mention the clause of appointment letter with reference to this and that… Incase organisation doesn’t agree to it, make them clear that you would sort legal help and would sue them for non commitment to the contract.
From United Kingdom
From United Kingdom
You will not have to serve the additional notice period.
Reason is you have resigned on the day much before the new policy came in to force and no body can stop you from leaving.
Also check whether the mail is sent to you only or all the employees
Also talk to your senior regarding this.
Make sure you resign without breaking relations with your boss
Rohit Mane
From India, Mumbai
Reason is you have resigned on the day much before the new policy came in to force and no body can stop you from leaving.
Also check whether the mail is sent to you only or all the employees
Also talk to your senior regarding this.
Make sure you resign without breaking relations with your boss
Rohit Mane
From India, Mumbai
Dear Mr. Kannan,
I fully aggree with you comments, But still the company are framing polices for Leave, Resignation, releving, but no compnay is giving the assurance for Increment or salary hike in the A.O.
Dose it not shows that we are still lacking the bilateral cordination with employee and employer relationship. When a employee's Resign either he has to pay or serve notice period, but no clause to assure him minimum salary hike as per inflation. Why that part it is not included in the A.O given to employee. All this rule suggest that Employer is in safer side without any commitments.
These are my personal views, hope other members aggree with me.
Regards,
SIDMAN
From India, Madras
I fully aggree with you comments, But still the company are framing polices for Leave, Resignation, releving, but no compnay is giving the assurance for Increment or salary hike in the A.O.
Dose it not shows that we are still lacking the bilateral cordination with employee and employer relationship. When a employee's Resign either he has to pay or serve notice period, but no clause to assure him minimum salary hike as per inflation. Why that part it is not included in the A.O given to employee. All this rule suggest that Employer is in safer side without any commitments.
These are my personal views, hope other members aggree with me.
Regards,
SIDMAN
From India, Madras
Hi Bhaskar
Greetings for the day!
I would like to take que from the post made by Pri_Sal,I subscribe to the view posted by him/her.
I would just like to add that you should consider this as sheer bad luck and accept the ammendment in the exit policy.
It's always advisable to arrange a smooth exit from the current organisation and not burn the bridges behind. To ensure the same you can have a face to face discussion with your current boss and also your HR and offer to pay for the notice period. I am sure if they are convinced about the genuineness of the reason for you to quit they will arrange a way out for you.
I have seen in many organisations,even big conglomerates the release date is in the hands of the immediate supervisor/boss. If you can wrap up your unfinished assignements and train your replacement(knowledge transfer) within a stipulated time I believe your boss/supervisor will have no problem in relasing you from your duties
All the best
I hope this makes sense to you
From India, Pune
Greetings for the day!
I would like to take que from the post made by Pri_Sal,I subscribe to the view posted by him/her.
I would just like to add that you should consider this as sheer bad luck and accept the ammendment in the exit policy.
It's always advisable to arrange a smooth exit from the current organisation and not burn the bridges behind. To ensure the same you can have a face to face discussion with your current boss and also your HR and offer to pay for the notice period. I am sure if they are convinced about the genuineness of the reason for you to quit they will arrange a way out for you.
I have seen in many organisations,even big conglomerates the release date is in the hands of the immediate supervisor/boss. If you can wrap up your unfinished assignements and train your replacement(knowledge transfer) within a stipulated time I believe your boss/supervisor will have no problem in relasing you from your duties
All the best
I hope this makes sense to you
From India, Pune
it seems for the HR & Company there is no rules to be followed and they can do anything to harass till the end to an employee who is leaving, however if required law shall help to have the clear understanding, but again being in India, law is also incredible !!!!
From India, Mumbai
From India, Mumbai
Find comment in Red.
here i have not intention to contradict you but there are some labour laws implemented by the Govt to regulate the service condition,and for smooth functioning of industries/business establishment, so as their should not any conflict between the employee & employer.
Before making company policy and change in policy the company policy maker should adhere to those provisions which are applicable to them. otherwise there may arise conflict of interest between both sides. and labour unrest.
i concure with on the point that if someone want to leave one organisation then exit should be hassale free, harmonious and that can only be set out through negotiations.
here i have not intention to contradict you but there are some labour laws implemented by the Govt to regulate the service condition,and for smooth functioning of industries/business establishment, so as their should not any conflict between the employee & employer.
Before making company policy and change in policy the company policy maker should adhere to those provisions which are applicable to them. otherwise there may arise conflict of interest between both sides. and labour unrest.
i concure with on the point that if someone want to leave one organisation then exit should be hassale free, harmonious and that can only be set out through negotiations.
Mr. Bhaskar,
One has to serve the during Notice period, on his resignation or pay one month salary. And the clause should be incorporated in the appointment order or Standing orders, if any, applicable to the incumbent. In your case the change in notice period is not applicable to you, provided such change is after your resignation date /time. Hence, if you want to pay notice pay pay one month notice pay and say good bye.
Regards
From India, Hyderabad
One has to serve the during Notice period, on his resignation or pay one month salary. And the clause should be incorporated in the appointment order or Standing orders, if any, applicable to the incumbent. In your case the change in notice period is not applicable to you, provided such change is after your resignation date /time. Hence, if you want to pay notice pay pay one month notice pay and say good bye.
Regards
From India, Hyderabad
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