Dear All,
I am resigning from the company during my probation period. In the appointment letter, there is a clause stating that termination notice is 24 hours during the probation period, and a separate clause specifies a 60-day written notice period. Please help me determine which notice period I should consider.
Please advise me on what to do if I want to leave within 4 days.
From India, Pune
Acknowledge(0)
Amend(0)
I am resigning from the company during my probation period. In the appointment letter, there is a clause stating that termination notice is 24 hours during the probation period, and a separate clause specifies a 60-day written notice period. Please help me determine which notice period I should consider.
Please advise me on what to do if I want to leave within 4 days.
From India, Pune
Acknowledge(0)Amend(0)
Dear Mr. Billa,
If in your appraisal letter it is mentioned that the notice period has been revised to 90 days and you have given your acceptance on the same, then you are bound to serve a notice period of 90 days. It is solely at the company's discretion to accept the salary in lieu of that or to understand your situation and relieve you early. Few companies give an acceptance letter immediately after receiving a resignation, and a few give a relieving cum acceptance at the end. But as you need clarity regarding your acceptance, you should send a reminder again. As per me, going to the labor court would not help you as the company is in a stronger position.
Regards,
Priyanka Ojha
From India, Delhi
Acknowledge(0)Amend(0)
If in your appraisal letter it is mentioned that the notice period has been revised to 90 days and you have given your acceptance on the same, then you are bound to serve a notice period of 90 days. It is solely at the company's discretion to accept the salary in lieu of that or to understand your situation and relieve you early. Few companies give an acceptance letter immediately after receiving a resignation, and a few give a relieving cum acceptance at the end. But as you need clarity regarding your acceptance, you should send a reminder again. As per me, going to the labor court would not help you as the company is in a stronger position.
Regards,
Priyanka Ojha
From India, Delhi
Acknowledge(0)Amend(0)
Dear Sir,
Instead of approaching the court or the labor commissioner, could you kindly forward the query to the HR department once again, asking for the decision and also referencing the previous communication?
I hope this approach will yield better results.
Thanks & Regards,
Sumit Kumar Saxena
9899669071
From India, Ghaziabad
Acknowledge(0)Amend(0)
256Instead of approaching the court or the labor commissioner, could you kindly forward the query to the HR department once again, asking for the decision and also referencing the previous communication?
I hope this approach will yield better results.
Thanks & Regards,
Sumit Kumar Saxena
9899669071
From India, Ghaziabad
Acknowledge(0)Amend(0)
you can not use your PL AS a notice period but nobody can hold your Provident fund contribution because it is your and will be your. to hold a PF Contribution is illigal.
From India, Rohtak
Acknowledge(0)Amend(0)
From India, Rohtak
Acknowledge(0)Amend(0)
Dear Siba Mishra,
Greetings for the day.
You have resigned from the company with proper notice. As far as PL (Privilege Leave) is concerned, it is a legal obligation that the PL application should be authenticated, and the absenteeism during that period should be adjusted with leave if an application is submitted; no one can reject the same. Regarding the signature on the EPF (Employees' Provident Fund) withdrawal form, if the establishment refuses to do so, you may approach the concerned EPFo office to register a complaint. They will send their official, and the law will take its own course.
Lastly, visit my various posts on EPF in the citehr forum; you will definitely get help from the same.
Regards,
Sumit Kumar Saxena
9899669071
From India, Ghaziabad
Acknowledge(0)Amend(0)
Greetings for the day.
You have resigned from the company with proper notice. As far as PL (Privilege Leave) is concerned, it is a legal obligation that the PL application should be authenticated, and the absenteeism during that period should be adjusted with leave if an application is submitted; no one can reject the same. Regarding the signature on the EPF (Employees' Provident Fund) withdrawal form, if the establishment refuses to do so, you may approach the concerned EPFo office to register a complaint. They will send their official, and the law will take its own course.
Lastly, visit my various posts on EPF in the citehr forum; you will definitely get help from the same.
Regards,
Sumit Kumar Saxena
9899669071
From India, Ghaziabad
Acknowledge(0)Amend(0)
Dear Member,
Acceptance of Resignation and notice period is based solely upon management discretion. You never knock the door of the court. If you are really not fit medically to work, on this ground, you should support the resignation with a medical certificate. Your notice period may be extended by the management on the physical ground. Kavita Kapoor is right here. Keep the evidence of your communication and calmly and gently convince the HRD.
Mangesh Wakodkar
From India, Pune
Acknowledge(0)Amend(0)
Acceptance of Resignation and notice period is based solely upon management discretion. You never knock the door of the court. If you are really not fit medically to work, on this ground, you should support the resignation with a medical certificate. Your notice period may be extended by the management on the physical ground. Kavita Kapoor is right here. Keep the evidence of your communication and calmly and gently convince the HRD.
Mangesh Wakodkar
From India, Pune
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.