Hello Members,
Its been 10 days I have offered resignation from my post and yet there is no official reply on my mail from my reporting manager.My notice period is 30 days.
Over the phone he has assured me about the acceptance but not on the mail yet.I am getting nervous about this.
Since my reference for verification process by my new company is my reporting manager I dont want to argue with him over acceptance and patiently waiting.
Is this thing normal in corporate world.I dont know how to deal with this situation.
Kindly suggest what to do.
Regards.
From India, Mumbai
2Its been 10 days I have offered resignation from my post and yet there is no official reply on my mail from my reporting manager.My notice period is 30 days.
Over the phone he has assured me about the acceptance but not on the mail yet.I am getting nervous about this.
Since my reference for verification process by my new company is my reporting manager I dont want to argue with him over acceptance and patiently waiting.
Is this thing normal in corporate world.I dont know how to deal with this situation.
Kindly suggest what to do.
Regards.
From India, Mumbai
Yes, Ashiii is right. Contact your company’s HR department and ask about the concern.
From India, undefined
From India, undefined
Notice period is counted in service period. Notice period is described in Labor Laws e.g.:
--Sec. 13. Termination of employment. of INDUSTRIAL EMPLOYMENT (STANDING ORDERS) CENTRAL RULES, 1946
The Central government intends to introduce the concept of fixed term employment by amending the rules of the Industrial Employment Standing Orders Act. This amendment will make it mandatory for employers to give notice as per the Industrial Disputes Act 1947 (one month’s salary) in case the services of temporary badli or fixed term employees are to be terminated before the completion of their term. The employer will no longer have the right to terminate the service of a temporary workman without giving notice.
Notice pay is as per the exit clause of appointment letter. It is a compensation given by one party (Who broke the contract) to other party because of the breach of contract. Law regarding breach of contract is given in section 73 of Indian contract Act 1872.
From India, Bombay
--Sec. 13. Termination of employment. of INDUSTRIAL EMPLOYMENT (STANDING ORDERS) CENTRAL RULES, 1946
The Central government intends to introduce the concept of fixed term employment by amending the rules of the Industrial Employment Standing Orders Act. This amendment will make it mandatory for employers to give notice as per the Industrial Disputes Act 1947 (one month’s salary) in case the services of temporary badli or fixed term employees are to be terminated before the completion of their term. The employer will no longer have the right to terminate the service of a temporary workman without giving notice.
Notice pay is as per the exit clause of appointment letter. It is a compensation given by one party (Who broke the contract) to other party because of the breach of contract. Law regarding breach of contract is given in section 73 of Indian contract Act 1872.
From India, Bombay
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Resignation acceptance format.doc