Hello experts,
I have following queries regarding appointment letter:
1. Is an appointment letter enforceable in the court of law?
2. What are the essentials of an appointment letter to be enforceable in the court of law?
3. Can a court take action against an employee if he founds guilty of violating the conditions in the appointment letter?
4. If an employee who had signed the appointment letter, leaves the company without serving the notice period, is he eligible for the legal action against him by the employer?
5. In that case, what will be e the consequences in the court?
6. What are the legal rights of an employer in case an employee violets the terms and conditions mentioned in the appointment letter?
From India, Bhubaneswar
3I have following queries regarding appointment letter:
1. Is an appointment letter enforceable in the court of law?
2. What are the essentials of an appointment letter to be enforceable in the court of law?
3. Can a court take action against an employee if he founds guilty of violating the conditions in the appointment letter?
4. If an employee who had signed the appointment letter, leaves the company without serving the notice period, is he eligible for the legal action against him by the employer?
5. In that case, what will be e the consequences in the court?
6. What are the legal rights of an employer in case an employee violets the terms and conditions mentioned in the appointment letter?
From India, Bhubaneswar
Basically a job offer is like a contract.
Breach of contract by any of the parties can result in civil legal actions.
Workmen fall under Industrial disputes act.
Every breach can have legal remedies.
But considering our slow and expensive legal process, it is better to try and sort issues amicably.
However an employer has superior resources and organization behind him.
Legal actions must be last resort
In case of legal actions, collste all documents and then proceed.
Court will go as per admissible evidence.
Weigh pros and cons always.
From India, Pune
Breach of contract by any of the parties can result in civil legal actions.
Workmen fall under Industrial disputes act.
Every breach can have legal remedies.
But considering our slow and expensive legal process, it is better to try and sort issues amicably.
However an employer has superior resources and organization behind him.
Legal actions must be last resort
In case of legal actions, collste all documents and then proceed.
Court will go as per admissible evidence.
Weigh pros and cons always.
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Part I Employee Action Analyse.doc
Employee Action Form -- DEMO.xls