Dear
Post submission of your resignation letter changing the notice period is arbitrary and meant for short circuiting your resignation .Serve for 30 days or buy out the notice period.On the facts exposed by you the law is on your side.
. With Regards
Advocates & Notaries & Legal Consultants for Staffing & Recruiting Industry
E-mail : rajanassociates@eth,net,
-9025792684-9025792634
From India, Bangalore
50Post submission of your resignation letter changing the notice period is arbitrary and meant for short circuiting your resignation .Serve for 30 days or buy out the notice period.On the facts exposed by you the law is on your side.
. With Regards
Advocates & Notaries & Legal Consultants for Staffing & Recruiting Industry
E-mail : rajanassociates@eth,net,
-9025792684-9025792634
From India, Bangalore
Dear Mukul, Any appointment clause, unless signed by you as agreed, is null & void as per Comapny Law. You go ahead & no need to worry. Have a happy marriage. regards, nik..
From India, Indore
From India, Indore
Dear Bhasker,
This is to inform you that company having a right to change or alter any of the policy any time but as per your accepted appointment letter which is duly signed by HR/ Director, it is mentioning 30 days of notice period than nobody can stop you more than the notice period. Also consult with your new employer about this issue.they will give you the alternative like resignation acceptance letter etc. don't go for the legal proceedings it will adversely affect to your carrier.
Regards,
Abhishek
Executive - HR
From India, Mumbai
This is to inform you that company having a right to change or alter any of the policy any time but as per your accepted appointment letter which is duly signed by HR/ Director, it is mentioning 30 days of notice period than nobody can stop you more than the notice period. Also consult with your new employer about this issue.they will give you the alternative like resignation acceptance letter etc. don't go for the legal proceedings it will adversely affect to your carrier.
Regards,
Abhishek
Executive - HR
From India, Mumbai
Hi Capable, Well said!. Appreciate the way you have suggested to handle the issue. All the members should learn from Capable for positive approach. Keep it up!. Shiva
From India, Madras
From India, Madras
Dear Bhasker, There is no need to worry if you resign before the Policy changed and communicated to you... Krunal.
From India, Vadodara
From India, Vadodara
As per the Industrial emplotment standing order act, there should be a way to solve such case and accoding to standing order only such case are to be dealt.
However, according to the section 9-A of the industrial Dispute act 1947, the company can not change the notice period as 60 days without due permission from labour authorities and without consultation with trade union. If the they change notice period as 60 days from 30 days for the reason whatever may be, the same is illegal and null & void.
For further details,if required, please mail to email id
From India, Dindigul
However, according to the section 9-A of the industrial Dispute act 1947, the company can not change the notice period as 60 days without due permission from labour authorities and without consultation with trade union. If the they change notice period as 60 days from 30 days for the reason whatever may be, the same is illegal and null & void.
For further details,if required, please mail to email id
From India, Dindigul
Dear Bhaskar,
Your employment is initiated and caused by an appointment order, with is signed by both the parties, this agreement is bonding and binding document. If there is any change in any terms and conditions of appointment, it should be agreed and signed by both the parties.
Since you have issued a notice of resignation earlier to the change proposed by other party and have not yet accepted and signed on the dotted line, the new rule of 60 days is not binding on you.
You may just attach a copy of your appointment letter, highlighting the notice period of 30 days and I am sure that wise sense would be prevailing on the right people in your company. If not, a simple legal advise can be sought.
Regards
Nataraj
From India, Delhi
Your employment is initiated and caused by an appointment order, with is signed by both the parties, this agreement is bonding and binding document. If there is any change in any terms and conditions of appointment, it should be agreed and signed by both the parties.
Since you have issued a notice of resignation earlier to the change proposed by other party and have not yet accepted and signed on the dotted line, the new rule of 60 days is not binding on you.
You may just attach a copy of your appointment letter, highlighting the notice period of 30 days and I am sure that wise sense would be prevailing on the right people in your company. If not, a simple legal advise can be sought.
Regards
Nataraj
From India, Delhi
Dear Bhaskar,
If the policy was announced later than you had submitted your resignation the policy in force at the time of resignation shall be applicable. Hence it is very clear from legal point. The acceptance of resignation is the management's problem they may or may not accept but in this case notice shall be required only 30 days.
All The best,
M. S. Rawat
From India, New Delhi
If the policy was announced later than you had submitted your resignation the policy in force at the time of resignation shall be applicable. Hence it is very clear from legal point. The acceptance of resignation is the management's problem they may or may not accept but in this case notice shall be required only 30 days.
All The best,
M. S. Rawat
From India, New Delhi
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