How Should I Handle a Notice Period Conflict to Save a Year in My Career?

I have been working in an MNC since August 2011. I joined the company as a GET and later got confirmed after one year. According to my company's policy, one has to serve a notice period of 90 days after giving their resignation, or they are allowed to buy out a maximum of 45 days of this notice period. Business Head's approval is needed for a buyout of more than 45 days of the notice period.

In November 2012, I got selected in a PSU, and they instructed me to join there in 45 days. I had resigned from my company, offering a buyout of 45 days. They agreed and were ready to release me in the second week of January 2013. So, I asked for a 15-day extension in the joining date at the PSU.

However, the PSU HR told me that if I could join there on or before December 31, 2012, I would be saving one year of my career. According to their promotion policy, the first promotion will be after four years only. This means joining in 2012 will make me eligible for promotion in January 2016, whereas if I join there next year, I can only get a promotion in 2017.

I talked back

I spoke to my manager in the current company to reconsider my case and release me after a 30-day notice period. I am prepared to compensate for any inconvenience caused by me. Although he agreed that currently, neither do I have any pending work nor will my team suffer any loss due to my early exit, he is not willing to release me on December 12. He mentioned that it would require the involvement of higher authorities to make a decision, and it is a more complex process as he would need to go through formalities again.

Advice Needed: Actions and Consequences

Please advise me on what actions I can take in these circumstances. What consequences will I face if I leave the company before my notice period ends? I am willing to cover any losses incurred due to my departure.

What the PSU HR told you is absolutely right. However, please recheck if this PSU's promotion policy takes the cut-off date as 1 Jan or 1 April of the year. Quite a few PSUs take 1 April.

Addressing Your Query

You mentioned that you spoke to your manager. Have you spoken to your HR? Usually, most private companies (including MNCs) don't strictly adhere to the rules if they can help it when the employee intends to join a PSU. I suggest you go and meet your HR personally with all the documents related to your offer. If needed, escalate the issue higher in the hierarchy.

Please note that 30 Dec 2012 is a Sunday. Plan to ask for the appropriate date for relieving. If, by oversight, you ask for 30 Dec, then you could end up in a situation of getting relieved only on 31 Dec, which won't serve your purpose.

All the best.

Regards,
TS