Thread Started by #Anonymous

Hi Everyone, Greetings!! Need your help!!
I'm making a Policy Manual regarding HR Policies. I'm adding Notice Period as well. I wanted to mention the policy in the following manner:
"Notice Period on both the sides will be as mentioned in the Appointment Letter". However, in the Appointment Letter, the notice period is mentioned to be 1 month on either side but does not specify probation and confirmation which I feel is not suitable. So, now what to do? Please suggest!!
Waiting for revert ASAP.
Best Regards,
13th April 2017 From India, Mumbai
Also, if I change Notice Period Policy in the Policy Manual, will it be applicable to the old employees also?
13th April 2017 From India, Mumbai
I've mentioned in the Policy Manual in the following way:
 For all new appointments, during the course of probation or any extension thereof, the appointment may be terminated in writing by employer without any notice or payment in lieu thereof and by employee side by serving a notice period of 15 Days or payment in lieu thereof.
 After Confirmation, the term regarding notice period from employer / employee side will be one month or payment in lieu of the Notice Period. Notice Period cannot be offset by unused leave.
 In case of resignation, no Experience/Relieving Letter will be issued where the Requisite Notice Period has not been served or payment in lieu of the notice period not being served has been accounted for.
Please revert on this regarding the previous queries. Seniors pls help!!
13th April 2017 From India, Mumbai
So many views but no revert yet!! Seniors pls extend your support. It will really be helpful.
I need to know that:
1. If any changes are made in the policy manual regarding Notice Period, then will it be applicable for old joinees also? If no, then how to implement the new policy for new joinees?
2. If any such change is made, should I make changes in Appointment Letter as well.
Pls suggest!!
13th April 2017 From India, Mumbai
Kanchwakala.insiya ,
1 .Applicability should be common for all Employees
2.In case it is change for Old Employees ,pl take their consent in writing ,w.e.f. new Terms & Service Conditions are applicable for which Mr./Ms ____ __ give consent .
Regards ,
13th April 2017 From India, Mumbai
Stating that no experience certificate will be issued is unethical. You could add a clause stating that waiver of notice period, in part or in full, would be at the discretion of the management and this decision would be final. A relieving order and experience certificate will be issued only upon succesfully completing the handing over during the notice period. The employee will not be relieved until the handing over is complete. The notice period maybe extended or curtailed to facilitate handing over. Upon the handing over being completed, the employee will be issued the relieving order and service cerificate after he gets the clearance certificate signed by all concerned.
14th April 2017 From Indonesia, Jakarta
For the old employees, if the notice period changes, than, you have to prepare a separate letter stating that the terms and conditions have changed and they need to accept the same.
Also, in the notice period, it is a totally one sided clause, you may remove a person, without any reason in the probation period, but how ethical it is to not give him notice or pay for that and recovering it from them?
Also i agree to the comment from our participation on the relieving part.
14th April 2017 From India, Mumbai
You may mention in the manual "Notice Period will be as mentioned in the Appointment Letter". It is better to restrict Termination Clause to your Appointment Letter.Not necessary to include the same in the Policy Manual.Appointment Letter is duly signed both by Employer & Employee.Consequently Terms & Conditions are binding on both the parties.
14th April 2017 From India, New Delhi
Yes Sir but then as I mentioned earlier that in Appointment Letter, Notice Period is not specified for Probation and Confirmation Periods separately. It mentions that Notice Period on both sides will be one month, so I need to include in the Manual.
14th April 2017 From India, Mumbai
Use the search box at the top of the page. There is a ton of stuff here already posted by other CiteHR members on Notice Period.
Don't forget the Related Topics sidebar to your right on this page. ------------------------>
You will also find tons more stuff to help you with writing your policy manual.
15th April 2017 From Australia, Melbourne
Hi Thanks!! but Policy Manual was already complete. It was just that the clause in App Letter was not written clearly and the old employees are having the old app letter. So, the doubt was regarding that whether if i change the clause then will the old employees have to abide by the new clause in the manual or the clause in app letter will be applicable to them...
15th April 2017 From India, Mumbai
if you include Change in Notice Period Terms & Conditions for probationers & Confirmed Employees in the manual with prospective date, the same needs to be communicated to all Employees concerned separately in writing & their Signature to be obtained for receipt of Communication &acceptance of the change for the sake of record.This will avoid ambiguity/Wrong Interpretation at a Later date.
15th April 2017 From India, New Delhi
Reply (Add What You Know) Start New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2019 Cite.Co™