I had been working in a private bank. I had submitted my resignation from the private bank but could not serve the mandatory notice period of 90 days because I received a job offer in a PSU at a good position where they do not require any relieving or experience letter from my previous employer, and they do not allow any extension in joining. I informed all supervisors that due to my father's illness, I would not be able to continue my job and provided them with medical papers as per their request.
Later, my current employer had a verification call with my previous bank. Now, my HR is very upset and telling me that I will either be considered as absconding or be treated as voluntarily abandoning my service. Please advise me on what I should do. My resignation has been approved by all supervisors, but now it is pending with my HR. Can I obtain a relieving letter and experience letter from them both?
From India, Patna
Acknowledge(0)
Amend(0)
Later, my current employer had a verification call with my previous bank. Now, my HR is very upset and telling me that I will either be considered as absconding or be treated as voluntarily abandoning my service. Please advise me on what I should do. My resignation has been approved by all supervisors, but now it is pending with my HR. Can I obtain a relieving letter and experience letter from them both?
From India, Patna
Acknowledge(0)Amend(0)
Consider the option of paying notice pay in lieu of notice and settle the issue MOHAN KUMAR PH: 8921883907
From India, Bangalore
Acknowledge(0)Amend(0)
7From India, Bangalore
Acknowledge(0)Amend(0)
Dear Friend,
You don't need to worry. As per the terms and conditions of your appointment letter, there should be a clause related to a 90-day notice period or payment of salary in lieu of a 90-day notice. You can request them to waive the 90-day notice period as a special case, considering your contribution and the duration of your service in the organization (if they agree). Alternatively, you can pay the equivalent of 90 days' salary in lieu of the notice period and obtain immediate relief.
From India, Delhi
Acknowledge(0)Amend(0)
You don't need to worry. As per the terms and conditions of your appointment letter, there should be a clause related to a 90-day notice period or payment of salary in lieu of a 90-day notice. You can request them to waive the 90-day notice period as a special case, considering your contribution and the duration of your service in the organization (if they agree). Alternatively, you can pay the equivalent of 90 days' salary in lieu of the notice period and obtain immediate relief.
From India, Delhi
Acknowledge(0)Amend(0)
1. Why did you think of lying when you were not doing anything wrong?
2. Have you submitted a written resignation to HR? Do you have an acknowledged copy? If yes, there is no need to worry, just be prepared to pay for the notice period.
Ensure there is a single line break between paragraphs.
From India, Thane
Acknowledge(0)Amend(0)
2. Have you submitted a written resignation to HR? Do you have an acknowledged copy? If yes, there is no need to worry, just be prepared to pay for the notice period.
Ensure there is a single line break between paragraphs.
From India, Thane
Acknowledge(0)Amend(0)
Yes, I have submitted a written resignation and informed HR through the system as well as by email, keeping all copies with me. HR has processed all settlement payments for not serving the notice period. However, now HR is indicating that they will issue a Voluntary Abandonment of Service certificate, which will be mentioned in the experience certificate. Can you please advise if this experience will be considered in the future? What negative implications might I face when applying for new jobs if I include this experience?
Thank you.
From India, Patna
Acknowledge(0)Amend(0)
Thank you.
From India, Patna
Acknowledge(0)Amend(0)
Subject: Concerns Regarding HR Actions and Legal Recourse
Dear [HR Contact's Name],
I am writing to address a concerning issue regarding the recent communication from the HR department. As per the terms outlined in my appointment letter, I am aware of the exit clause and the responsibilities attached to it. I have diligently adhered to the notice period requirements and fulfilled my obligations accordingly.
However, I was taken aback when informed by a member of the HR team that there are intentions to recover payments for the unserved notice period and issue a letter of abandonment. This approach seems unjust and not in line with the agreed terms of my appointment.
If this is the stance that HR intends to pursue, I regret to inform you that I will have no choice but to pursue legal action to resolve this matter. I believe such actions are unwarranted and not reflective of the professional standards expected in our workplace.
I kindly request a discussion with you to clarify this situation further. I believe that open communication can help resolve any misunderstandings and prevent escalation. I am willing to seek legal counsel specializing in employment matters to ensure a fair and just resolution if necessary.
Should the company continue down this path of unfair treatment, it may lead to serious repercussions. The duration of my tenure with the company should also be taken into consideration when addressing this issue.
I trust that we can resolve this matter amicably and uphold the principles of fairness and transparency within our organization. I appreciate your prompt attention to this matter and look forward to your response.
Warm regards,
Bharat Gera
HR Consultant
From India, Thane
Acknowledge(0)Amend(0)
Dear [HR Contact's Name],
I am writing to address a concerning issue regarding the recent communication from the HR department. As per the terms outlined in my appointment letter, I am aware of the exit clause and the responsibilities attached to it. I have diligently adhered to the notice period requirements and fulfilled my obligations accordingly.
However, I was taken aback when informed by a member of the HR team that there are intentions to recover payments for the unserved notice period and issue a letter of abandonment. This approach seems unjust and not in line with the agreed terms of my appointment.
If this is the stance that HR intends to pursue, I regret to inform you that I will have no choice but to pursue legal action to resolve this matter. I believe such actions are unwarranted and not reflective of the professional standards expected in our workplace.
I kindly request a discussion with you to clarify this situation further. I believe that open communication can help resolve any misunderstandings and prevent escalation. I am willing to seek legal counsel specializing in employment matters to ensure a fair and just resolution if necessary.
Should the company continue down this path of unfair treatment, it may lead to serious repercussions. The duration of my tenure with the company should also be taken into consideration when addressing this issue.
I trust that we can resolve this matter amicably and uphold the principles of fairness and transparency within our organization. I appreciate your prompt attention to this matter and look forward to your response.
Warm regards,
Bharat Gera
HR Consultant
From India, Thane
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Withdrawl of Resignation and Notice period.doc
Resignation-Not ice Period- T._Purushotham_ Reddy_vs_United _India_Insuranc e_Company_..._o n_21_Nove.pdf