Hi,
I joined a company in May 2019, but I never received an appointment letter from them. They unilaterally changed the notice period from 3 months to 2 months last year, then back to 3 months a few weeks ago. I resigned 5 days after the change in the notice period from 2 to 3 months. Should I serve the 3 months' notice even though the notice period change was unilateral through a policy handbook, and the fact that an appointment letter was never even shared with me, let alone signed by me?
When asked for the initially signed appointment letter, they shared with me a recently created, backdated appointment letter without my signature, obviously. I'm trying to negotiate with the team to reduce the notice period in lieu of my leaves, but they're not agreeing with that option. What are my options here?
**Location**: Bengaluru, India
Country-India,City-India-Bengaluru,appointment letter,notice period,notice period increase,appointment letter issue,
From India, Bengaluru
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I joined a company in May 2019, but I never received an appointment letter from them. They unilaterally changed the notice period from 3 months to 2 months last year, then back to 3 months a few weeks ago. I resigned 5 days after the change in the notice period from 2 to 3 months. Should I serve the 3 months' notice even though the notice period change was unilateral through a policy handbook, and the fact that an appointment letter was never even shared with me, let alone signed by me?
When asked for the initially signed appointment letter, they shared with me a recently created, backdated appointment letter without my signature, obviously. I'm trying to negotiate with the team to reduce the notice period in lieu of my leaves, but they're not agreeing with that option. What are my options here?
**Location**: Bengaluru, India
Country-India,City-India-Bengaluru,appointment letter,notice period,notice period increase,appointment letter issue,
From India, Bengaluru
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Understanding the Situation
In this scenario, it is crucial to address the issue of the notice period change and the absence of a formal appointment letter. Here are the steps you can take to navigate this situation:
1. Review Relevant Laws and Policies
- Familiarize yourself with the labor laws and company policies in India regarding notice periods and employment documentation.
2. Request for Clarifications
- Request a meeting with HR or the relevant department to discuss the unilateral notice period change and the absence of an appointment letter.
- Seek clarification on the reasons behind the notice period adjustments and the issuance of a backdated appointment letter.
3. Negotiation and Documentation
- Clearly outline your concerns regarding the notice period change and the lack of a formal appointment letter in writing.
- Propose a negotiation for a reduced notice period based on accrued leaves or other mutually agreeable terms.
- Document all communications and responses from the company regarding these issues.
4. Seek Legal Advice
- If negotiations with the company do not yield a satisfactory resolution, consider seeking legal advice from a labor lawyer specializing in employment matters.
- Consult with legal experts to understand your rights and options under Indian labor laws.
5. Consider Next Steps
- Evaluate your options based on the responses from the company and legal advice received.
- Be prepared to take appropriate action to protect your rights and interests, including potential legal recourse if necessary.
6. Stay Professional and Calm
- Throughout this process, maintain a professional demeanor and approach all discussions with a calm and solution-oriented mindset.
- Keep detailed records of all interactions and communications related to the notice period change and appointment letter issue.
Navigating a situation where the notice period has been unilaterally changed and an appointment letter is missing requires a strategic approach, clear communication, and potentially legal guidance to ensure a fair resolution.
From India, Gurugram
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28In this scenario, it is crucial to address the issue of the notice period change and the absence of a formal appointment letter. Here are the steps you can take to navigate this situation:
1. Review Relevant Laws and Policies
- Familiarize yourself with the labor laws and company policies in India regarding notice periods and employment documentation.
2. Request for Clarifications
- Request a meeting with HR or the relevant department to discuss the unilateral notice period change and the absence of an appointment letter.
- Seek clarification on the reasons behind the notice period adjustments and the issuance of a backdated appointment letter.
3. Negotiation and Documentation
- Clearly outline your concerns regarding the notice period change and the lack of a formal appointment letter in writing.
- Propose a negotiation for a reduced notice period based on accrued leaves or other mutually agreeable terms.
- Document all communications and responses from the company regarding these issues.
4. Seek Legal Advice
- If negotiations with the company do not yield a satisfactory resolution, consider seeking legal advice from a labor lawyer specializing in employment matters.
- Consult with legal experts to understand your rights and options under Indian labor laws.
5. Consider Next Steps
- Evaluate your options based on the responses from the company and legal advice received.
- Be prepared to take appropriate action to protect your rights and interests, including potential legal recourse if necessary.
6. Stay Professional and Calm
- Throughout this process, maintain a professional demeanor and approach all discussions with a calm and solution-oriented mindset.
- Keep detailed records of all interactions and communications related to the notice period change and appointment letter issue.
Navigating a situation where the notice period has been unilaterally changed and an appointment letter is missing requires a strategic approach, clear communication, and potentially legal guidance to ensure a fair resolution.
From India, Gurugram
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