The option to handle this case is
Option 1:(Legal)
1. If the employee has signed the change in his terms of employment i.e. notice period then it is binding on him.
2. If the notice period is changed for all employees within the company or section or group of employees and such communication is made by displaying the notice on the notice board or by sending the email to all such employees then 21 days are passed them it is binding on employee of the company or section or group of employees.
Option 2:
1. If no signature is obtained from the employee on the change of notice period then the option is to Counsel the employee.
2. If not agreed then withhold is final dues and reliving letter till his notice period is not completed.
3. Give him the option of buying out the notice period.
Option 1:(Legal)
1. If the employee has signed the change in his terms of employment i.e. notice period then it is binding on him.
2. If the notice period is changed for all employees within the company or section or group of employees and such communication is made by displaying the notice on the notice board or by sending the email to all such employees then 21 days are passed them it is binding on employee of the company or section or group of employees.
Option 2:
1. If no signature is obtained from the employee on the change of notice period then the option is to Counsel the employee.
2. If not agreed then withhold is final dues and reliving letter till his notice period is not completed.
3. Give him the option of buying out the notice period.
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Personnel change notice.doc
Notice period.jpg