Dear Friend,
In your mail, there are few points are missing. They are :
I. You have not mentioned exact no.s of month, u returned from onsite.
II. Have u released suddenly from your current project or it is expired/completed?
III. Why you have resigned suddenly?
IV. Have you applied and selected in some company?
V. Have you provided Reference no.s (Contact Details) of your current employer?
VI. What is Exit norms of your company pertaining to Full & Final settlement?
Kindly provide answers of these queries/questions, then only I can give u perfect solution.
Rgds
From India, Mumbai
19In your mail, there are few points are missing. They are :
I. You have not mentioned exact no.s of month, u returned from onsite.
II. Have u released suddenly from your current project or it is expired/completed?
III. Why you have resigned suddenly?
IV. Have you applied and selected in some company?
V. Have you provided Reference no.s (Contact Details) of your current employer?
VI. What is Exit norms of your company pertaining to Full & Final settlement?
Kindly provide answers of these queries/questions, then only I can give u perfect solution.
Rgds
From India, Mumbai
If problem comes ,you will also mention the company name. .. Mr. Bijay Majumdar. He is facing critical issue, but you have not given proper answer. Yet you are saying don't mention the company. Let everyone know about TCS or whatever.. It is public awareness.
From India, Madras
From India, Madras
Dear Suvo,
Just to make it simple, here the HR management is trying to act a bit Smart. They are looking to save the overall remuneration on you to the company (which might get them some appreciation). They (means HR) are abide to give you salary for 90 days but as you have already leaving the company and its Human nature so they are trying to save some bucks as you will be working idle in the mentioned notice period.
So my suggestion, you hold a meeting with your HR head along with your Group/Project Head on the same, inform them that you are ready to serve complete notice period so by law they cannot do anything on that else if you wish to leave the company early and join the new company within 2-3 months you ask them that you are ready 1/4 of the salary but will not be ready to sit idle and would like to join the new company.
Regards,
Amol H.
Manager - HR
From India, Mumbai
Just to make it simple, here the HR management is trying to act a bit Smart. They are looking to save the overall remuneration on you to the company (which might get them some appreciation). They (means HR) are abide to give you salary for 90 days but as you have already leaving the company and its Human nature so they are trying to save some bucks as you will be working idle in the mentioned notice period.
So my suggestion, you hold a meeting with your HR head along with your Group/Project Head on the same, inform them that you are ready to serve complete notice period so by law they cannot do anything on that else if you wish to leave the company early and join the new company within 2-3 months you ask them that you are ready 1/4 of the salary but will not be ready to sit idle and would like to join the new company.
Regards,
Amol H.
Manager - HR
From India, Mumbai
hi
before making any judgemental decisions it is important to know your company policy w.r.t. resignation cases and notice period as specified in the company's HR manual.
theoretically, the notice period is calculated as the time by which the company would be able to replenish its workforce(when someone resigns) either by reallocation of work or rotation of someone else in that place. remember that no company wants to loose on its valuable manpower that it recruited after much efforts and financial implications.
now , when it comes to give you a new project would not be quite on company's side as:
one: you may have lost your interest in the co. (thats why you are leaving the company.. they think !)
two: after you are gone/ relieved ... who would carry on from where you left off or develop on the software created by you..
But, but... if there is a notice period of three months(90 days) and they have already given you the letter with relieving date on it.. you may contest it(if everything is in order as per co. rules)
also they cannot be giving you a lesser pay package !.. and hell no, they cannot ask you to work on 1/4 income and bound you to work until 90 days are over !!! thats outrageous..
before you take any solid step.. please get a copy of the company's policy w.r.t. resignation cases and notice period pay.
you can also get in touch with any previous employee who left shortly .. n inquire on these lines.
(ps: if the HR policy sucks of any company its better to move on and move on fast !!!)
From India, Shimla
before making any judgemental decisions it is important to know your company policy w.r.t. resignation cases and notice period as specified in the company's HR manual.
theoretically, the notice period is calculated as the time by which the company would be able to replenish its workforce(when someone resigns) either by reallocation of work or rotation of someone else in that place. remember that no company wants to loose on its valuable manpower that it recruited after much efforts and financial implications.
now , when it comes to give you a new project would not be quite on company's side as:
one: you may have lost your interest in the co. (thats why you are leaving the company.. they think !)
two: after you are gone/ relieved ... who would carry on from where you left off or develop on the software created by you..
But, but... if there is a notice period of three months(90 days) and they have already given you the letter with relieving date on it.. you may contest it(if everything is in order as per co. rules)
also they cannot be giving you a lesser pay package !.. and hell no, they cannot ask you to work on 1/4 income and bound you to work until 90 days are over !!! thats outrageous..
before you take any solid step.. please get a copy of the company's policy w.r.t. resignation cases and notice period pay.
you can also get in touch with any previous employee who left shortly .. n inquire on these lines.
(ps: if the HR policy sucks of any company its better to move on and move on fast !!!)
From India, Shimla
Hi Suvojyoti,
If the company has accepted resignation and shared relieving date with instruction to follow notice period as per policy and if you have proof in mail or writing for this, ideally HR can not take a call of revisiting the decision and force you to exit immediately by paying you notice pay money.
After your onsite assignment, you made a decision to find another job but you have applied via proper channel and intimated your interest in serving the notice period. However normally any appointment order will consists of a clause which gives employer equal opportunity to separate you from employment by giving proper justification and notice pay. So this is quite usual
Once an employee decided to quit and management also decides to relieve, on what basis the employer should assign a project to the same person. It would be quite unwise to invest further, right. In this context HR may have received instructions from management to end the service and find a replacement quickly. So they may pay notice pay for 3 months and difference may pay to the new guy as notice pay buyback (incentive to join quickly).
In business, both the sides ( employer as well as employee) will try to manage. You were able to build a career with the organization, went onsite and got a good opportunity in another place and decided to leave with a proper notice. However this may not be as simple as your leaving to your current company to find a replacement. Hiring exercise, training, culture fit, socialization, market salary, client pressure etc. So they have also made a swift move.
I think you shall not feel bad about this. Accept relieving, say thanks to TCS for helping you to build a career and then pursue your new opportunity.
Wishing you the very best !
From India, Bangalore
If the company has accepted resignation and shared relieving date with instruction to follow notice period as per policy and if you have proof in mail or writing for this, ideally HR can not take a call of revisiting the decision and force you to exit immediately by paying you notice pay money.
After your onsite assignment, you made a decision to find another job but you have applied via proper channel and intimated your interest in serving the notice period. However normally any appointment order will consists of a clause which gives employer equal opportunity to separate you from employment by giving proper justification and notice pay. So this is quite usual
Once an employee decided to quit and management also decides to relieve, on what basis the employer should assign a project to the same person. It would be quite unwise to invest further, right. In this context HR may have received instructions from management to end the service and find a replacement quickly. So they may pay notice pay for 3 months and difference may pay to the new guy as notice pay buyback (incentive to join quickly).
In business, both the sides ( employer as well as employee) will try to manage. You were able to build a career with the organization, went onsite and got a good opportunity in another place and decided to leave with a proper notice. However this may not be as simple as your leaving to your current company to find a replacement. Hiring exercise, training, culture fit, socialization, market salary, client pressure etc. So they have also made a swift move.
I think you shall not feel bad about this. Accept relieving, say thanks to TCS for helping you to build a career and then pursue your new opportunity.
Wishing you the very best !
From India, Bangalore
Dear Friend,
As many of my counterparts suggest, take their advise very seriously.
Gone through your query. In my opinion, one month salary means the total package they offered you. Usually there shall a clause in your appointment letter in that regard. Kindly go through that. Your management cannot give only the basic wage. The definition of wages is entirely different. Kindly do write to your HR stating that you are willing to serve the notice period of 90 days and that you are eligible for the total emoluments as per the clause of your appointment letter and not the basic wage.
You can also take the help of good advocate who is well versed in labour matters.
G.K.Manjunath
From United States, Cambridge
As many of my counterparts suggest, take their advise very seriously.
Gone through your query. In my opinion, one month salary means the total package they offered you. Usually there shall a clause in your appointment letter in that regard. Kindly go through that. Your management cannot give only the basic wage. The definition of wages is entirely different. Kindly do write to your HR stating that you are willing to serve the notice period of 90 days and that you are eligible for the total emoluments as per the clause of your appointment letter and not the basic wage.
You can also take the help of good advocate who is well versed in labour matters.
G.K.Manjunath
From United States, Cambridge
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