Hello All,
I have an question on notice period revising from three months to two months. After gathering the inputs from current employees and suggestions listed in exit interview we are planning to revise notice period from three months to two months. Reason being 90% of exits didn't serve complete notice period of 3 months on case to case scenario they are relieved before three months. Can anyone suggest me ways to enforce this notice period policy revision from 3 months to 2 months while abiding employment laws as the post dated appointment letter cannot be revised.
Looking for detailed insight if we can issue a letter drafted on employer letter head with stamp, or a draft on stamp paper alone can serve authentic. To be specific in terms of industry we are IT product based.
Appreciate quick response.
From India, Hyderabad
I have an question on notice period revising from three months to two months. After gathering the inputs from current employees and suggestions listed in exit interview we are planning to revise notice period from three months to two months. Reason being 90% of exits didn't serve complete notice period of 3 months on case to case scenario they are relieved before three months. Can anyone suggest me ways to enforce this notice period policy revision from 3 months to 2 months while abiding employment laws as the post dated appointment letter cannot be revised.
Looking for detailed insight if we can issue a letter drafted on employer letter head with stamp, or a draft on stamp paper alone can serve authentic. To be specific in terms of industry we are IT product based.
Appreciate quick response.
From India, Hyderabad
Hi,
When I was working in one of the top MNCs the notice period was revised to 3 months from 2 months.
How they managed this change?
We had termination policy where the notice period is mentioned in the policy. And in offer letter, though the notice period was mentioned, a statement of subjective to changes in policy if any, made the process simpler.
All India employees got an email communication from HR head stating the change in the notice period and the reason for it. It has been updated in the policy as well.We have not received revised offer letter with change in notice period.
You can consider this approach as well.
If you don't have termination policy, you can still send the change in email to employees and conduct a meeting on this topic, clear doubts of employees.
Regards
Thiyagu
From India, Bengaluru
66When I was working in one of the top MNCs the notice period was revised to 3 months from 2 months.
How they managed this change?
We had termination policy where the notice period is mentioned in the policy. And in offer letter, though the notice period was mentioned, a statement of subjective to changes in policy if any, made the process simpler.
All India employees got an email communication from HR head stating the change in the notice period and the reason for it. It has been updated in the policy as well.We have not received revised offer letter with change in notice period.
You can consider this approach as well.
If you don't have termination policy, you can still send the change in email to employees and conduct a meeting on this topic, clear doubts of employees.
Regards
Thiyagu
From India, Bengaluru
When I was working in one of the top MNCs the notice period was revised to 3 months from 2 months. - It is management prerogative to amend the service conditions.
How they managed this change? - They must have issued revised Notice Period Circular to make it effective.
We had termination policy where the notice period is mentioned in the policy. And in offer letter, though the notice period was mentioned, a statement of subjective to changes in policy if any, made the process simpler.
All India employees got an email communication from HR head stating the change in the notice period and the reason for it. It has been updated in the policy as well.We have not received revised offer letter with change in notice period. - As in your previous appointment letter there must be clause " That you will be abide by subsequent changes in Policy, Rules , Regulations, Rules & Sub rules. No need to issue revised Appointment Letter
You can consider this approach as well.
If you don't have termination policy, you can still send the change in email to employees and conduct a meeting on this topic, clear doubts of employees.
Regards
From India, Pune
How they managed this change? - They must have issued revised Notice Period Circular to make it effective.
We had termination policy where the notice period is mentioned in the policy. And in offer letter, though the notice period was mentioned, a statement of subjective to changes in policy if any, made the process simpler.
All India employees got an email communication from HR head stating the change in the notice period and the reason for it. It has been updated in the policy as well.We have not received revised offer letter with change in notice period. - As in your previous appointment letter there must be clause " That you will be abide by subsequent changes in Policy, Rules , Regulations, Rules & Sub rules. No need to issue revised Appointment Letter
You can consider this approach as well.
If you don't have termination policy, you can still send the change in email to employees and conduct a meeting on this topic, clear doubts of employees.
Regards
From India, Pune
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