Legal rights of any person become enforceable only when the corresponding legal obligations stand fulfilled by him. Here, in this thread, the one and only need of the poster is to get relieved from the present organization without serving the long notice period so as to join another immediately or in time. Therefore, medical reasons are cited as a ploy to justify the stand only. Sensing this exactly, the employer tries to delay the process of exit by strictly sticking to the notice clause or suggesting an unacceptable alternative.
Various suggestions were given by M/S Dinesh and Nathrao after weighing the pros and cons of all the alternatives. But, the questioner is insistent on a safe solution only that too without affecting her employability. One can not have the cake and eat it too.
It is equally true that no unwilling employee can be compelled by the employer to be in service as that of no unwilling employer can be compelled to retain an unwanted employee in service. But, established procedures like that of convention or contractual or legal should be observed by both in a situation of unavoidable separation.
Let the poster approach the problem with equanimity as suggested by Rao rather than toying with fanciful ideas like going to National Commission of Women. At times it may boomerang too, who knows! With the frank admission of the poster about her actual desire and need, no one can find fault with the stand of the employer. Therefore, let not the poster precipitate the issue unnecessarily for the employer too has his native intelligence in such a situation.
Various suggestions were given by M/S Dinesh and Nathrao after weighing the pros and cons of all the alternatives. But, the questioner is insistent on a safe solution only that too without affecting her employability. One can not have the cake and eat it too.
It is equally true that no unwilling employee can be compelled by the employer to be in service as that of no unwilling employer can be compelled to retain an unwanted employee in service. But, established procedures like that of convention or contractual or legal should be observed by both in a situation of unavoidable separation.
Let the poster approach the problem with equanimity as suggested by Rao rather than toying with fanciful ideas like going to National Commission of Women. At times it may boomerang too, who knows! With the frank admission of the poster about her actual desire and need, no one can find fault with the stand of the employer. Therefore, let not the poster precipitate the issue unnecessarily for the employer too has his native intelligence in such a situation.