Understanding Notice Period Clauses: Can Companies Enforce Them in These Situations?

Hi friends,

Good evening! I had a couple of queries on separation policies. I need clarity more from the legal angle. Let's take three instances:

a) Employee status: Confirmed
Notice period as per company policy: 2 months
Now, supposing the company has a notice period recovery clause of 2 months basic of CTC, if the employee decides to quit having completed just short of 2 months by a few days, can the company still enforce the above?

b) Employee status: Probation
Notice period: 2 months
If the employee has been working for about 6 months and yet to be confirmed, quits without any notice or say short of the notice period, can the company enforce the above?

c) Employee status: Senior management level cadre... no probationary period
Notice period: 2 months
If an employee quits on medical grounds on the very first day, can the company enforce the notice period recovery clause of 2 months basic of CTC?

I would like to have clarity on the above.

Regards,

Satya:icon1:

Hi Chetna,

At the outset, please accept my apologies for the late reply. Until recently, I have not been very active on the forum, and somehow I missed your query. Since your query is almost a month old, I hope you have got your query answered by any of the other members. Nevertheless, I will be mailing you today the draft of the "Separation clause," which I hope would be useful to you.

Warm Regards,
Satya

Hi Seniors,

I need some information on job satisfaction, with references. Please provide me with the data.

Regards,
Sourabh Sanyal