Dear Seniors,
Kindly clarify my doubt,
Which would be the exact time/tenure to issue the appointment letter before joining or after joining formalities are completed. (The organization has a 3-month probation period.)
At my concern, we will issue the appointment letter after the completion of one month of employment, and management is not ready to issue the confirmation letter due to the risk of termination being common.
In this case, our Regional Sales Manager (RSM) resigned last month. As per the appointment letter, he was required to serve a 2-month notice period, but he only served one month and has not reported to the office since the beginning of this month.
He claims that his notice period is only one month and as he has not received a confirmation letter, he is not a permanent employee here.
He states he cannot serve another month and is requesting a settlement.
According to management, if an employee does not serve the notice period, no settlement will be provided.
I am in great confusion about what can be done in the above case.
And what is the exact time to issue an appointment letter.
Please guide.
Thanks & Regards,
Amal Sheriff
From India, Chennai
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6Kindly clarify my doubt,
Which would be the exact time/tenure to issue the appointment letter before joining or after joining formalities are completed. (The organization has a 3-month probation period.)
At my concern, we will issue the appointment letter after the completion of one month of employment, and management is not ready to issue the confirmation letter due to the risk of termination being common.
In this case, our Regional Sales Manager (RSM) resigned last month. As per the appointment letter, he was required to serve a 2-month notice period, but he only served one month and has not reported to the office since the beginning of this month.
He claims that his notice period is only one month and as he has not received a confirmation letter, he is not a permanent employee here.
He states he cannot serve another month and is requesting a settlement.
According to management, if an employee does not serve the notice period, no settlement will be provided.
I am in great confusion about what can be done in the above case.
And what is the exact time to issue an appointment letter.
Please guide.
Thanks & Regards,
Amal Sheriff
From India, Chennai
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Dear Amal Sherief,
As the very name suggests, an appointment letter is the letter of intimation addressed to the selected candidate after the final process of selection. It should, therefore, contain important particulars like the specific job/post for which the appointee is selected, general and specific duties/responsibilities attached to it, the salary offered for the job, the status of employment (temporary/permanent/fixed-term contract, etc.), the period of probation if any, and the conditions for confirmation, conditions of unilateral and bilateral termination of the contract of employment, the timeline within which the selected candidate should report for duty, etc.
What is therefore essentially implied is that the letter of appointment should be issued by the employer soon after selection and before the joining of the prospective employee. The fear of attrition cannot be a valid reason for withholding the appointment letter even after joining or confirmation after completion of probation by the employee. Failure to do so would end up in conflicts like the one of your RSM's resignation and may culminate in unnecessary litigation.
From India, Salem
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As the very name suggests, an appointment letter is the letter of intimation addressed to the selected candidate after the final process of selection. It should, therefore, contain important particulars like the specific job/post for which the appointee is selected, general and specific duties/responsibilities attached to it, the salary offered for the job, the status of employment (temporary/permanent/fixed-term contract, etc.), the period of probation if any, and the conditions for confirmation, conditions of unilateral and bilateral termination of the contract of employment, the timeline within which the selected candidate should report for duty, etc.
What is therefore essentially implied is that the letter of appointment should be issued by the employer soon after selection and before the joining of the prospective employee. The fear of attrition cannot be a valid reason for withholding the appointment letter even after joining or confirmation after completion of probation by the employee. Failure to do so would end up in conflicts like the one of your RSM's resignation and may culminate in unnecessary litigation.
From India, Salem
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Appointment Letter to an Employee for fixed period.doc