Struggling with a 90-Day Notice Period: How Can I Prioritize Health and Family?

Hi, @Dinesh Divekar and @Umakanthan53, I have submitted my resignation at my current company due to health conditions (severe diabetes) and family issues. I need to make quick decisions to prevent a divorce notice from my wife. I am planning to relocate to a different place to escape internal family conflicts and prioritize my health. However, the company's HR has informed me that the notice period is 90 days. I am exploring job opportunities in other states by stating that my notice period is 30 days. What should I do if HR does not allow me to leave before the 90 days are up?

Thank you.

Dear Srsr8004, you wish to have a notice period of 30 days. However, your company says it is 90 days. Differing views on the notice period apart, the question arises: what terms are mentioned in the letter of appointment? You need to abide by that.

Irrespective of the length of the notice period, have you submitted a proper letter of resignation? If yes, then if the appointment letter says to serve a notice of 90 days, then put up an application to the MD of your company to curtail the notice period.

While asking for the reduction of the notice period, make sure that it is based on cogent grounds. Therefore, provide material evidence wherever possible.

You have written that "I have to take immediate decisions to avoid a divorce notice from my wife." Has the marital discord arisen because of your employment? By quitting employment, will the marital strife be avoided?

I understand the condition through which you are passing. Nevertheless, your perplexed state of mind should not have a bearing on your convincing skills. While talking with the MD, you should speak in sequence and be to the point.

Thanks,

Dinesh Divekar

Thank you, Dinesh Sir, for your response.

In the offer letter, it is mentioned that you are required to give us a written notice 90 days in advance in case you wish to terminate your employment with the organization.

I have sent the formal letter of resignation, and HR has accepted it as well. However, they are asking me to serve a 90-day notice period as per company policy. My reporting manager knows all the issues I am facing right now, and he is ready to relieve me in a shorter notice period. Still, HR is firm on their stance as it is company policy. I have all medical records regarding the medicines I am currently taking and the lab reports.

The marital discord stems from the conflict between my family members and my wife's family due to ego clashes. If we relocate to a different state, I can reduce daily interactions with family members and lessen the intensity of daily conversations, potentially averting a divorce situation.

I will attempt to approach the MD and present my case, sticking to the key points.

Dear Srsr8004,

Whatever domestic issues you may have, if your appointment letter (not the "offer letter") has an exit clause with a 90-day notice period, then you need to fulfill that clause. This will help you in getting an unblemished relieving letter. If you abandon the employment, then possibly you may not get the relieving letter. Please do not get engrossed in domestic affairs so much that it could harm your career itself.

As stated in the earlier post, I recommend you ask for an interview with the MD for the early exit.

Lastly, my comments on the last paragraph. Though this paragraph is out of the purview of HR Management, let me suggest exploring the possibility of a separation from the family members on both sides. Will your stay in the rented accommodation mitigate the strife in the family?

Thanks,

Dinesh Divekar

Thank you once again for your supportive responses, Dinesh Sir. I have not received an appointment letter; the offer letter is what was issued by HR when I joined the organization. The letter starts with "We are pleased to offer you the position of Analyst." In that letter, it was also mentioned, "You will be on probation for 6 months, and your position in the company will be confirmed after the probation period." I have only received that one letter, in which the notice period clause I mentioned in my previous thread. I joined the organization in Oct '19.

The HR sent me an email on August 13th, 2020, stating that I am a confirmed employee in the organization and informed that a written document will be issued once we resume back to the office after the Covid-19 pandemic is over.

Yesterday, I tried to reach HR personally to share the situation, but he is not ready to listen and states that we cannot run the company if we give excuses for each employee. So, I am planning to talk to my reporting manager once more before I speak with my CTO, who manages operations. Then, I will have to escalate it to my CEO with all the medical records.

Thank you for your personal suggestion in the last paragraph. We had plans to move out of our own house and stay in a rental, but my father is a senior citizen, and my mother is bedridden due to septic shock with complications. If we were to stay in a rental house, I would have to visit back and forth frequently as they need healthcare support, leading to more difficulties. I am not detailing all the issues here, but I have explored all options to avoid taking this final step of moving to a different town or state. If we were to move to a different town or state for work, my parents would relocate and stay with my brother, who is in a different town in a rental house.