Hope u r doing gr8.
For emloyees under probation-
1.As per standing orders there is nothing mentioned regarding notice period for probationars.
2.But the notice period for probationars can't be extended beyond 1 year.
For confirmed employees u can devise your own policy regrding notice period.
1. The notice period can be different for different grades of emplyees depending upon their role & importance.
2. It can vary from 1 month to 3 months.
The best way is to get your standing orders registered as soon as you make a policy.
In the absence of certified standing orders notice period is deemed to be of 1 months in case of permanent employee, even though as per appointment letter notice period is more than 1 month. Because in no. of judgements different courts held that when there is contradiction between appointment letter and standing order, then standing orders will prevail.
The Industrial Disputes Act has not specified notice period as a responsibility of employees/ workmen. Therefore, unless otherwise provided in the certified Standing Orders, an employee coming under the definition of workman can not be called upon to serve notice or pay in lieu of notice. At the same time, in order to retrench or terminate a workmen the employer should serve one month notice or pay one moth salary in lieu of notice. The notice or pay shall invariably be three months in the cases of establishments employing 100 or more workers.
In respect of employees not coming under the definition of workman, naturally, nothing in these Acts will apply and in such cases, the matter will be decided according to the contract of employment only.
I joined a Pvt Ltd company on Oct 27`th 2015 as a SAP Technical Consultant.
As usual the probationary period is 6 months within which the notice period is 1 month and on Confirmation it is 3 months for both parties.
My offer letter clearly says "If the performance is not upto the mark, probationary period may be extended after the initial 6 months probationary period".
Now that April 27`th 2015 has been surpased, my 6 months probationary period is completed and till date NO CONFIRMATION LETTER has not been provided to me.
Due to the non-professional work process I am changing this job.
Since I have still not recieved any confirmation letter nor the extension of probation period letter, Am I technically eligible to be relieved after 1 month ?
My query to all experts is when I put down my resignation, can I ask for releiving of 1 month ?
Kindly help me with this regard. Your replies are highly appreciated !!
In view of the above, I would say that it should be the gross salary, the salary payable as agreed at notwithstanding anything contained in the salary structure of the company, that should be paid to employees in case the employee is sent out. Obviously, the same will be the notice pay salary payable to the employer when the employee leaves.
In no case should there be different calculation with regard to notice pay and the one accepted should be applicable both to the employee as well as the employer.
Please Guide me to get FNF
I was working with pvt ltd company. I resigned from job and served 30 days notice period as per HR rule. I had worked for total days( before& after notice period) 37 . But I received short amount as FNF which is of 26 days as per HR information, as my supervisor marked me absentfor 11 days. I also shared signed muster copyto HR.
But still not reply fri
I worked with private company for 8.9 years. After 7years company imposed new agreement for 3month notice period without any prior circular or memo to employees. So we were not accepted the some terms of new agreement but now company is going to deduct three month notice amount from our FNF.
Please be suggest for same.