Dear Sir,
I am working in a pharmaceutical company. I joined on 17 Aug. 2022, resigned on 08 Nov. 23, and completed one month's notice period. In my appointment letter, one month notice period is mentioned or substantive pay in lieu thereof.
In Jan. 2023, the company revised the notice period from one month to two months and put the notice on the board. HR asked to complete two months' notice period or pay one month's net salary. What can I do? Please help me get rid of this issue.
Thank you.
From India, Pune
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I am working in a pharmaceutical company. I joined on 17 Aug. 2022, resigned on 08 Nov. 23, and completed one month's notice period. In my appointment letter, one month notice period is mentioned or substantive pay in lieu thereof.
In Jan. 2023, the company revised the notice period from one month to two months and put the notice on the board. HR asked to complete two months' notice period or pay one month's net salary. What can I do? Please help me get rid of this issue.
Thank you.
From India, Pune
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Hi Strictly speaking one month notice period only applicable to you. However better discuss with your HR and arrive at some amicable solution.
From India, Madras
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1015From India, Madras
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Dear Friend,
Your notice period is two months as the company revised the policy of the notice period from January 2023. Once amended, the clause of the appointment letter stating a one-month notice period will not be applicable to you. Since this is a matter concerning your career, opt for a two-month notice period or pay in lieu thereof for the remaining period.
The company's revision of the notice period from one month to two months and posting notices on the board is not proper. However, challenging its validity in our legal system is very tough and time-consuming. The changes made were never questioned by the employees, which speaks to their validation.
From India, Mumbai
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Your notice period is two months as the company revised the policy of the notice period from January 2023. Once amended, the clause of the appointment letter stating a one-month notice period will not be applicable to you. Since this is a matter concerning your career, opt for a two-month notice period or pay in lieu thereof for the remaining period.
The company's revision of the notice period from one month to two months and posting notices on the board is not proper. However, challenging its validity in our legal system is very tough and time-consuming. The changes made were never questioned by the employees, which speaks to their validation.
From India, Mumbai
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Hi, Dnyaneshwar Ahire,
It seems like you're describing a situation where the company has revised its notice period policy from one month to two months, and employees are now faced with the choice of adhering to the new notice period or opting for payment in lieu of the additional month. Additionally, you mention that challenging the validity of the changes in the legal system would be tough and time-consuming.
I can provide some general insights:
Legal Implications:
While challenging changes to employment terms can be difficult, it doesn't mean it's impossible. Employees may still have rights and legal options, especially if the changes are seen as unfair or not in compliance with employment laws in their jurisdiction.
Consultation with Legal Professionals:
If employees have concerns about the revised notice period, they may want to seek advice from employment lawyers or legal professionals who specialize in labor law. They can provide guidance on the specific legal implications and potential courses of action.
Negotiation and Communication:
Sometimes, companies are open to negotiation or discussion regarding changes in employment terms. Employees might consider communicating their concerns or preferences to the company to see if there is room for compromise or flexibility.
Documentation:
It's crucial for both employees and employers to keep proper documentation of any communications, changes, or agreements related to employment terms. This can be valuable in case of any disputes or legal challenges in the future.
Company Policies:
Reviewing the company's official policies and any employment contracts or offer letters is important. It may provide insights into the procedures and conditions under which changes to employment terms can occur.
Employee Collective Action:
In some cases, employees may choose to collectively express their concerns or grievances. This could involve discussions with HR, forming employee groups, or seeking support from relevant labor unions.
Thanks,
From India, Bangalore
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It seems like you're describing a situation where the company has revised its notice period policy from one month to two months, and employees are now faced with the choice of adhering to the new notice period or opting for payment in lieu of the additional month. Additionally, you mention that challenging the validity of the changes in the legal system would be tough and time-consuming.
I can provide some general insights:
Legal Implications:
While challenging changes to employment terms can be difficult, it doesn't mean it's impossible. Employees may still have rights and legal options, especially if the changes are seen as unfair or not in compliance with employment laws in their jurisdiction.
Consultation with Legal Professionals:
If employees have concerns about the revised notice period, they may want to seek advice from employment lawyers or legal professionals who specialize in labor law. They can provide guidance on the specific legal implications and potential courses of action.
Negotiation and Communication:
Sometimes, companies are open to negotiation or discussion regarding changes in employment terms. Employees might consider communicating their concerns or preferences to the company to see if there is room for compromise or flexibility.
Documentation:
It's crucial for both employees and employers to keep proper documentation of any communications, changes, or agreements related to employment terms. This can be valuable in case of any disputes or legal challenges in the future.
Company Policies:
Reviewing the company's official policies and any employment contracts or offer letters is important. It may provide insights into the procedures and conditions under which changes to employment terms can occur.
Employee Collective Action:
In some cases, employees may choose to collectively express their concerns or grievances. This could involve discussions with HR, forming employee groups, or seeking support from relevant labor unions.
Thanks,
From India, Bangalore
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Legal Notice for Breach of Notice Period .docx