Dear Senior members,
recently the management announced a change in policy of notice period from one month to three months.
Now it is being insisted for all that the notice period is three months.
In my opinion, it is the terms and conditions mentioned in the appointment order that will hold good unless the change in notice period individually advised to each employees with individual acknowledgment.
The changes in the personnel manual will apply only for employees joining after the date of implementation of change in the rule.
The general clause which says that
"In the matter of service conditions, you will be governed by the rules of company as in force from time to time"
will it apply and overrule the notice period clause ?
please calrify me.
regards
sekar:!:
From India, Madras
2recently the management announced a change in policy of notice period from one month to three months.
Now it is being insisted for all that the notice period is three months.
In my opinion, it is the terms and conditions mentioned in the appointment order that will hold good unless the change in notice period individually advised to each employees with individual acknowledgment.
The changes in the personnel manual will apply only for employees joining after the date of implementation of change in the rule.
The general clause which says that
"In the matter of service conditions, you will be governed by the rules of company as in force from time to time"
will it apply and overrule the notice period clause ?
please calrify me.
regards
sekar:!:
From India, Madras
Hi dear,
As you have mentioned the word from "time to time" .YES it applies
to the notice period clause .the management as it has already mentioned then it can change your joining period.
Rajeev
.................................................. ........................
From India, Bangalore
As you have mentioned the word from "time to time" .YES it applies
to the notice period clause .the management as it has already mentioned then it can change your joining period.
Rajeev
.................................................. ........................
From India, Bangalore
Hi,
In my opinion, the company cannot extend the notice period on its own. Notice period does not come under the company policies viz attendance, leave, LTC, medical etc... However, it comes under the terms n conditions of the appt. letter, mutually agreed by both sides at the time of joining.
To implement the extension of notice period, the org. may take undertaking from all employees.
rgds,
Jyoti Negi:)
From India, Delhi
In my opinion, the company cannot extend the notice period on its own. Notice period does not come under the company policies viz attendance, leave, LTC, medical etc... However, it comes under the terms n conditions of the appt. letter, mutually agreed by both sides at the time of joining.
To implement the extension of notice period, the org. may take undertaking from all employees.
rgds,
Jyoti Negi:)
From India, Delhi
Notice of change shall be given to the concern employees to re-negotiate the notice period to amend the clause in the appointment letters of affected employees.
In case of dispute under section 2a of ID Act matter may be referred to the authorities for conciliations. Unilaterally change in service conditions are not binding on the employees.
Regards
Sawant
From Saudi Arabia
In case of dispute under section 2a of ID Act matter may be referred to the authorities for conciliations. Unilaterally change in service conditions are not binding on the employees.
Regards
Sawant
From Saudi Arabia
Greetings,
Organisations set notice period within their the conract which is agreed by bothe the employer and employee when the the appointment letter is signed. However, you will need to advise senior mgt that if the notice period is too long employees will simply resign and walk off the premises - rather than work through their notice period
Cheers
Ron
Dear Senior members,
recently the management announced a change in policy of notice period from one month to three months.
Now it is being insisted for all that the notice period is three months.
In my opinion, it is the terms and conditions mentioned in the appointment order that will hold good unless the change in notice period individually advised to each employees with individual acknowledgment.
The changes in the personnel manual will apply only for employees joining after the date of implementation of change in the rule.
The general clause which says that
"In the matter of service conditions, you will be governed by the rules of company as in force from time to time"
will it apply and overrule the notice period clause ?
please calrify me.
regards
sekar:!:[/quote]
From Netherlands
Organisations set notice period within their the conract which is agreed by bothe the employer and employee when the the appointment letter is signed. However, you will need to advise senior mgt that if the notice period is too long employees will simply resign and walk off the premises - rather than work through their notice period
Cheers
Ron
Dear Senior members,
recently the management announced a change in policy of notice period from one month to three months.
Now it is being insisted for all that the notice period is three months.
In my opinion, it is the terms and conditions mentioned in the appointment order that will hold good unless the change in notice period individually advised to each employees with individual acknowledgment.
The changes in the personnel manual will apply only for employees joining after the date of implementation of change in the rule.
The general clause which says that
"In the matter of service conditions, you will be governed by the rules of company as in force from time to time"
will it apply and overrule the notice period clause ?
please calrify me.
regards
sekar:!:[/quote]
From Netherlands
Hi,
I have a query that is realted to this topic.
What if all the employees were given their increment letters with the an additional clause stating that the notice period has changed from the original 1 month to 2/3 months. The employees now have a choice of either accepting their salary increment/promotion as well as the increase in notice period OR rejecting both thereby resigning from the services of the organsiation.
I would like your comments to know if this is the correct way to implement this change. If not what would be the right way to do it.
Looking forward to your responses.
Emereen
From India, Mumbai
I have a query that is realted to this topic.
What if all the employees were given their increment letters with the an additional clause stating that the notice period has changed from the original 1 month to 2/3 months. The employees now have a choice of either accepting their salary increment/promotion as well as the increase in notice period OR rejecting both thereby resigning from the services of the organsiation.
I would like your comments to know if this is the correct way to implement this change. If not what would be the right way to do it.
Looking forward to your responses.
Emereen
From India, Mumbai
the increase in notice period is always clubbed with some benefit of the employee so that he cannot refuse to sign. However, if the notice period is too long , then people will simply will not turn up for duty one day and completing the formalities will be onerus task for the HR always. To keep the relationships good. The notice period should be honoured always.
regards
sekar
From India, Madras
regards
sekar
From India, Madras
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Notice Period Extension Letter Format.doc