dear all,
if an organisation is giving two months notice period to a non-performer to leave the company and asking for resignation by employee rather then terminating him. so when the employee should resign. on the day when notice is given or can he/she can resign just before a month or 15 days from last working day.
pls provide your views in both employee and employer point of view..
regards,
From India, New Delhi
5if an organisation is giving two months notice period to a non-performer to leave the company and asking for resignation by employee rather then terminating him. so when the employee should resign. on the day when notice is given or can he/she can resign just before a month or 15 days from last working day.
pls provide your views in both employee and employer point of view..
regards,
From India, New Delhi
Dear Sharma,
can you answer the following questions:
1. what is the termination clause in the appointment letter.
2. 2 months notice from company side in writting or verbal
3. has your friend expressed any desire in writting?
I will be waiting for your inputs.
From India, Calcutta
can you answer the following questions:
1. what is the termination clause in the appointment letter.
2. 2 months notice from company side in writting or verbal
3. has your friend expressed any desire in writting?
I will be waiting for your inputs.
From India, Calcutta
Dar All,
Greetings,
There is a system of PIP in every organization for non-performer were according to organization to organization may differ. Hope your friend has received a letter stated that within 1-2 months period you need to improve your performance or the company has the right to terminate you or willing you can resign from the job if you don't raise your performance bar were in this case 1 month notice period is already given to the employee to raise his/her performance so after 1 month he has not increased his/her performance he can be releived on immediate bases or else the company will terminate him/her from his current duties.
From India, Mumbai
Greetings,
There is a system of PIP in every organization for non-performer were according to organization to organization may differ. Hope your friend has received a letter stated that within 1-2 months period you need to improve your performance or the company has the right to terminate you or willing you can resign from the job if you don't raise your performance bar were in this case 1 month notice period is already given to the employee to raise his/her performance so after 1 month he has not increased his/her performance he can be releived on immediate bases or else the company will terminate him/her from his current duties.
From India, Mumbai
Dear clskolkata,
pls find answers to your queries:
1. termination clause says that "contract of employment can be terminated either by providing 15 days notice during probation or one month notice on and after confirmation of services or on payment of salary in lieu of the notice period".
2. two months notice is in verbal only as she will put in papers before one month of leaving
3.She didn't ask this in written considering her career point of view, because if it will be in written they may write termination. she is under probation period.
regards,
From India, New Delhi
pls find answers to your queries:
1. termination clause says that "contract of employment can be terminated either by providing 15 days notice during probation or one month notice on and after confirmation of services or on payment of salary in lieu of the notice period".
2. two months notice is in verbal only as she will put in papers before one month of leaving
3.She didn't ask this in written considering her career point of view, because if it will be in written they may write termination. she is under probation period.
regards,
From India, New Delhi
sub
1. what is the termination clause in the appointment letter.
2. 2 months notice from company side in writting or verbal
3. has your friend expressed any desire in writting?
I will be waiting for your inputs.
From India, Calcutta
1. what is the termination clause in the appointment letter.
2. 2 months notice from company side in writting or verbal
3. has your friend expressed any desire in writting?
I will be waiting for your inputs.
From India, Calcutta
All the clauses in appointment letter have no value
If the company wants they can do anything.
If they decide that you should not complete two months they would state that you pay and leave immediately.
Else they may even prevent you from entering the office and need to face ignominy.
In IT companies there is no work ethics. There is forced resignation and not termination. Termination gives a black mark in career and people resign and leave.
Appointment letter is a farce. Usually gratuity is given as a token of appreciation. Now gratuity is included in CTC which is wrong. But many IT companies adopt this technique and this can never be questioned. Merit has no worth in IT scenario
From India, Madras
If the company wants they can do anything.
If they decide that you should not complete two months they would state that you pay and leave immediately.
Else they may even prevent you from entering the office and need to face ignominy.
In IT companies there is no work ethics. There is forced resignation and not termination. Termination gives a black mark in career and people resign and leave.
Appointment letter is a farce. Usually gratuity is given as a token of appreciation. Now gratuity is included in CTC which is wrong. But many IT companies adopt this technique and this can never be questioned. Merit has no worth in IT scenario
From India, Madras
I completely agree with the observations made below relating to the subject matter..
Its necessary to have a PIP system and the employee should be given a written warning stating the reasons and the time period for improvement to be specified. Termination should be given on the third (or second depending on the org policies during formation) warning letter where the period of release is stated in the letter hence gets filed along with the resignation letter.
Rama Mylapore
Greetings,
There is a system of PIP in every organization for non-performer were according to organization to organization may differ. Hope your friend has received a letter stated that within 1-2 months period you need to improve your performance or the company has the right to terminate you or willing you can resign from the job if you don't raise your performance bar were in this case 1 month notice period is already given to the employee to raise his/her performance so after 1 month he has not increased his/her performance he can be releived on immediate bases or else the company will terminate him/her from his current duties.[/QUOTE]
From India, Mumbai
Its necessary to have a PIP system and the employee should be given a written warning stating the reasons and the time period for improvement to be specified. Termination should be given on the third (or second depending on the org policies during formation) warning letter where the period of release is stated in the letter hence gets filed along with the resignation letter.
Rama Mylapore
Greetings,
There is a system of PIP in every organization for non-performer were according to organization to organization may differ. Hope your friend has received a letter stated that within 1-2 months period you need to improve your performance or the company has the right to terminate you or willing you can resign from the job if you don't raise your performance bar were in this case 1 month notice period is already given to the employee to raise his/her performance so after 1 month he has not increased his/her performance he can be releived on immediate bases or else the company will terminate him/her from his current duties.[/QUOTE]
From India, Mumbai
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