after confirmation on the post offered ,you will serve company for minimum two years .During these two years, your services shall be terminable by either side by giving twelve months notice or salary in lieu thereof . Thereafter your service will be terminable by eitherside by giving three month notice or basic salary in lieu therof.
From India, Dehra Dun
From India, Dehra Dun
Hi,
It is act of directly compelling you to to serve for two years after confirmation. Separation clause also very much on the higher side i.e, 12 months though employer also willing to give 12 months.
If you have not accepted the offer so for please don't go for it.
From India, Madras
947It is act of directly compelling you to to serve for two years after confirmation. Separation clause also very much on the higher side i.e, 12 months though employer also willing to give 12 months.
If you have not accepted the offer so for please don't go for it.
From India, Madras
In general notice period should not be more than 90 days. It would be better to look for an other employment before gets confirmed.
From India, Mumbai
From India, Mumbai
The HR Manager can write anything in the appointment order. When the post is such that a lot of candidates are available in the market and the labour is highly elastic, they can put any condition. I am afraid will the same be there in the appointment order of a position which is inelastic or the availability is very limited? No. Therefore, when the employee is in the accepting side, whether to accept it or not is the main question. If you need job, you will accept it. If you are highly employable, certainly, you will refuse to accept the conditions mentioned in the offer and reject it. The choice is yours.
If the position is not managerial position, these conditions of service is against the provisions of Industrial Disputes Act. The ID Act provides for conditions to be followed to terminate an employee/ workman but nowhere in the Act it is mentioned that an employee should give notice if he wants to leave the company. Therefore, in the case of an employee who is not having any functional authority of a supervisor, these conditions of service can be totally ignored and no action can be taken by the employer if he violates it. Of course, a manager will not get the protection of law and as such, accepting it or rejecting it is his own decision.
From India, Kannur
If the position is not managerial position, these conditions of service is against the provisions of Industrial Disputes Act. The ID Act provides for conditions to be followed to terminate an employee/ workman but nowhere in the Act it is mentioned that an employee should give notice if he wants to leave the company. Therefore, in the case of an employee who is not having any functional authority of a supervisor, these conditions of service can be totally ignored and no action can be taken by the employer if he violates it. Of course, a manager will not get the protection of law and as such, accepting it or rejecting it is his own decision.
From India, Kannur
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