Dear All!
Recently our company has changed the notice period for two months. Can any one please let me know if it is according to the rules? I hope the max time all the companies will give is one month... It will be very hard if we get a good job and the companies will not wait for two months.
Does the companies have the right to change the rules according its convenience. Please be advised.
Regards
Nany
From India
Recently our company has changed the notice period for two months. Can any one please let me know if it is according to the rules? I hope the max time all the companies will give is one month... It will be very hard if we get a good job and the companies will not wait for two months.
Does the companies have the right to change the rules according its convenience. Please be advised.
Regards
Nany
From India
Dear Nany,
There is no such law to be followed by employer. It depends upon the standing order and (HR Manual) policy of the company.
Notice period policy differs company to company.
Example, few company follows 3 months notice period or three months basic pay.
It's a mutual understanding between the employee and employer relieving from an organisation at the earliest.
Hope will this information will help you..........
Regards,
Karthick.E.M.
From India, Dindigul
9There is no such law to be followed by employer. It depends upon the standing order and (HR Manual) policy of the company.
Notice period policy differs company to company.
Example, few company follows 3 months notice period or three months basic pay.
It's a mutual understanding between the employee and employer relieving from an organisation at the earliest.
Hope will this information will help you..........
Regards,
Karthick.E.M.
From India, Dindigul
Hi,
I agreed Karthick answer because noticed period differs company to company.
there is no such law to follow the notice period its purely company decision.
I think they may give another option also that is if employee get good job and he want to relieve early he has to pay some amount instead of notice period.
any way its totally depend on company.
Regards,
Sravan
From India, Hyderabad
I agreed Karthick answer because noticed period differs company to company.
there is no such law to follow the notice period its purely company decision.
I think they may give another option also that is if employee get good job and he want to relieve early he has to pay some amount instead of notice period.
any way its totally depend on company.
Regards,
Sravan
From India, Hyderabad
Dear Nany,
Yes the management of a company can change the rule and regulative activities/procedures accordingly with a standing order.
Again I just need to know whether you have signed any acknowledgment on to the new rule given by your management. If not then what ever notice period which is mentioned on to your Appointment letter would stand active. Then again if the company have issued a common circular which has the acknowledgment clause then the one which they have implemented with be on effect.
Anyway you always have a method and way to buy your notice period... ;)
From India, Bangalore
Yes the management of a company can change the rule and regulative activities/procedures accordingly with a standing order.
Again I just need to know whether you have signed any acknowledgment on to the new rule given by your management. If not then what ever notice period which is mentioned on to your Appointment letter would stand active. Then again if the company have issued a common circular which has the acknowledgment clause then the one which they have implemented with be on effect.
Anyway you always have a method and way to buy your notice period... ;)
From India, Bangalore
Dear Nany,
As everyone said, there are no hard and fast rules established on NP policies. Some companies still follow one month of notice period (Probably because of the criticality of job that their employees are involved in are less critical than others). NP policy is designed considering the job criticality and business risk from attrition.
For sure there are ways to waive off notice periods. Well the company for which I work as HR, we do not entertain notice period buy outs, but for sure a waive off option is always available. In the first month of complete notice period, employee gets his regular salary and final settlement is done with second month of notice period.
But we always ensure that 30 days of an employee salary is kept with us for settlement (this also depends on employees designation and his probable liabilities to the company after exit).
Hope this gives you a better outlook
Jay Nair
From India, Bangalore
As everyone said, there are no hard and fast rules established on NP policies. Some companies still follow one month of notice period (Probably because of the criticality of job that their employees are involved in are less critical than others). NP policy is designed considering the job criticality and business risk from attrition.
For sure there are ways to waive off notice periods. Well the company for which I work as HR, we do not entertain notice period buy outs, but for sure a waive off option is always available. In the first month of complete notice period, employee gets his regular salary and final settlement is done with second month of notice period.
But we always ensure that 30 days of an employee salary is kept with us for settlement (this also depends on employees designation and his probable liabilities to the company after exit).
Hope this gives you a better outlook
Jay Nair
From India, Bangalore
Agree with the others above that notice period is upto each company's discretion. Company policies can change any time, provided the change is intimated to all employees.
In addition to buying back the notice period, if you have any Earned/Previlege leave balance, you could use this in lieu of notice period as well. Hope this helps
From India, Bangalore
In addition to buying back the notice period, if you have any Earned/Previlege leave balance, you could use this in lieu of notice period as well. Hope this helps
From India, Bangalore
Hi,
the points raised by you & answers
1: Rules for notice period- there is no defined rule or law which governs this. Companies have norms as per the criticality of role and position. Even within the same company, the provision may be different for different levels & departments. However, no company can hold an employee for an unreasonable period (which has to be defined in context of the role) of time after he/she has expressed desire to leave ( unless bound by a bond or such clause in which case there might be financial implications or non-compete restrictions)
2. waiting period/getting a good job: again depends on the role & the urgency for filling the position. There are companies who respect the notice period requirements as they understand that an employee who can shortchange previous employer can do the same to them. At the same time, if they are in a hurry, they give a very lucrative offer which can offset the notice pay loss or even agree to take over notice pay. from the current employer also, al lot depends on your relationship with your superiors and with HR. If you have been a great employee, the organisation would also want to keep good relationship with you and therefore either waive off the notice period and charge you in lieu or even waive off the notice pay.
3. Company's right to change: the offer/appointment letter given by any company contains suitable disclaimers & caveats which allow the company to change the rules of employment as long as they are not specific to any employee and are not biased ( which can be termed as discrimination) . All such changes if approved by the senior management & informed to all employees with suitable notice are valid. It is theoretically possible to challenge such changes if a large majority of employees oppose it. However, in practice it rarely happens in private organisations and employees typically fall in line.
From India, Mumbai
the points raised by you & answers
1: Rules for notice period- there is no defined rule or law which governs this. Companies have norms as per the criticality of role and position. Even within the same company, the provision may be different for different levels & departments. However, no company can hold an employee for an unreasonable period (which has to be defined in context of the role) of time after he/she has expressed desire to leave ( unless bound by a bond or such clause in which case there might be financial implications or non-compete restrictions)
2. waiting period/getting a good job: again depends on the role & the urgency for filling the position. There are companies who respect the notice period requirements as they understand that an employee who can shortchange previous employer can do the same to them. At the same time, if they are in a hurry, they give a very lucrative offer which can offset the notice pay loss or even agree to take over notice pay. from the current employer also, al lot depends on your relationship with your superiors and with HR. If you have been a great employee, the organisation would also want to keep good relationship with you and therefore either waive off the notice period and charge you in lieu or even waive off the notice pay.
3. Company's right to change: the offer/appointment letter given by any company contains suitable disclaimers & caveats which allow the company to change the rules of employment as long as they are not specific to any employee and are not biased ( which can be termed as discrimination) . All such changes if approved by the senior management & informed to all employees with suitable notice are valid. It is theoretically possible to challenge such changes if a large majority of employees oppose it. However, in practice it rarely happens in private organisations and employees typically fall in line.
From India, Mumbai
I highly appreciate Mr. Subramani B for his views. His views are to the point, precise, well thought, based on true knowledge and experience.
I request all citehr members to follow his example while posting on citehr. We are really obliged to have members like Mr. Subramani onboard.
Thanks & Regards
From India, Pune
I request all citehr members to follow his example while posting on citehr. We are really obliged to have members like Mr. Subramani onboard.
Thanks & Regards
From India, Pune
Hi,
With ref. to Nany's query on notice period, i would also like to know that my appt ltr states 3 months notice period is reqd while leaving the job. but few months before company changed the notice period from 3 months to 1 month by a circular. we have not signed anything to this effect.
so, i want to know while leaving the company which one will prevail 1 month or 3 months.
jayant
From India, Mumbai
With ref. to Nany's query on notice period, i would also like to know that my appt ltr states 3 months notice period is reqd while leaving the job. but few months before company changed the notice period from 3 months to 1 month by a circular. we have not signed anything to this effect.
so, i want to know while leaving the company which one will prevail 1 month or 3 months.
jayant
From India, Mumbai
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