Generally, there will be a clause with regard to termination of service in every appointment letter stating that "the service of an employee can be terminated by giving one month notice or payment of salary in lieu of notice". In your case also there might be such a clause in your appointment letter.
If such clause is there in your appointment letter, being an employee you need not serve the organization for 2 full months notice period. if you want to work for one month and get relief thereafter, you need to pay one month salary to your employer towards balance notice period. The HR dept cannot insist you to work compulsory for two months.
Thanks for your precious reply.
This is the statement which i got from my HR team .Could you plz read and plz help me on this and i also attached a file reagrding to my Notice period and u will find this question in last page
Scenario 2: Employee submits resignations and requests for waiver of notice period (number of days or notice period amount)
a. The manager needs to update the resignation of his /her reportee in the MIG tool.
b. It is required to update the resignation in MIG within 7 working days from the date of resignation, even if we are still engaging in resignation reversal discussions.
c. It is highly recommended that we ask the employee to serve the 2 months notice period. Based on the Manager’s discretion (compelling reason), on a case to case basis this needs to be reviewed with the tower HR Representative for any such exception request.
d. For any waiver of notice period amount the same needs to be approved by the Tower Director given the cost impact.
e. If the employee agrees to pay the NP shortfall, we still reserve the right to communicate to the employee that given the business criticality we cannot adhere to his/her request and he/she will have to serve the 2 months notice period. The intent of doing this is to enable smooth transition and minimal impact to delivery and it is not an employee recovery process.
f. Please send an e-mail notification to your tower HR representative on any resignations in your team.
I have a question too..One of my friend's dept shut down and she did not want to move to another dept and instead resign from the organisation, however my question is if she did not have to give any handover as the department closed down does she still needs to serve a notice as per company norms and can this not be waived off???
What can an employee do when contract is stated in such ambiguity, where a manager can either accept or reject the buy out option.
What should be done by an employee when the employer does not give relieving letter even if the employee is ready to pay for the buy out, but not accepted by the employer.
If an employee is on his/her probation period and served his/her notice period of 13 days to the management and the rule is to serve the notice period for a Month, so what would be the appropriate action I can take an HR? Please help me out.
Thanks and Regards.
I am working in one of the organization in HR department, i want to revised the Notice period of all the employees and release a letter to all employees,company is reducing the NP 15days from 30 days.. Please help to provide me the format.