Dear All, What sould be the duration of notice period for a confirmed employee ? Please Help Regards Tribikram
From India, Delhi
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1From India, Delhi
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Hi Tribikram,
I am not sure what exactly you want to ask, but I am trying somehow to clarify.
To confirm any employee, it depends on the company's policy. In our company, we generally confirm employees after they complete 6 months with the company.
Regarding the notice period, I believe you are asking about resignation or termination notices, which also depend on the company's policy. In our company, the notice period is 3 months.
Regards,
Subha
From India, Hyderabad
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I am not sure what exactly you want to ask, but I am trying somehow to clarify.
To confirm any employee, it depends on the company's policy. In our company, we generally confirm employees after they complete 6 months with the company.
Regarding the notice period, I believe you are asking about resignation or termination notices, which also depend on the company's policy. In our company, the notice period is 3 months.
Regards,
Subha
From India, Hyderabad
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Hi,
As per my knowledge, it is always mentioned in your appointment letter that before leaving the organization, you need to give a notice of one month or three months. Some companies ask you to notify before three months, whereas few say 15 days' notice is enough. But yes, it is important to notify if you need relieving.
Regards,
Minakshi
From India, Hyderabad
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As per my knowledge, it is always mentioned in your appointment letter that before leaving the organization, you need to give a notice of one month or three months. Some companies ask you to notify before three months, whereas few say 15 days' notice is enough. But yes, it is important to notify if you need relieving.
Regards,
Minakshi
From India, Hyderabad
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Hi,
As per the Factory Act, it has to be one month for on-roll employees. Please note that confirmed employees mean employees who are permanent employees of the company.
For employees on probation, there is no such rule. Employees on probation can leave the company even with one day's notice, and the same applies to the company as well.
Moreover, if the company has the policy that either party can terminate the employment with one to three months' notice, it is acceptable.
Suresh Sharma
From India, Jaipur
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As per the Factory Act, it has to be one month for on-roll employees. Please note that confirmed employees mean employees who are permanent employees of the company.
For employees on probation, there is no such rule. Employees on probation can leave the company even with one day's notice, and the same applies to the company as well.
Moreover, if the company has the policy that either party can terminate the employment with one to three months' notice, it is acceptable.
Suresh Sharma
From India, Jaipur
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Hi All,
There is no hard and fast rule for determining the notice period. It is based on the policy of the individual company. Besides, even in the case of the receipt of a notice period, certain companies exercise discretionary powers based on the reasons why the employee is unable to give sufficient notice.
In common parlance, a 3-month notice is required for managerial cadre, two months for executive or supervisory cadre, and one month for lower ranks.
Regards,
Michael Nicholas
Sr. Manager - HR & Admin
Pro Ventus, Chennai
From India, Madras
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There is no hard and fast rule for determining the notice period. It is based on the policy of the individual company. Besides, even in the case of the receipt of a notice period, certain companies exercise discretionary powers based on the reasons why the employee is unable to give sufficient notice.
In common parlance, a 3-month notice is required for managerial cadre, two months for executive or supervisory cadre, and one month for lower ranks.
Regards,
Michael Nicholas
Sr. Manager - HR & Admin
Pro Ventus, Chennai
From India, Madras
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Hi,
The notice period depends on company policies, which varies between 15 days to 3 months, as normally mentioned in the appointment letter. In addition, it might vary in the case of contract/probation and permanent positions.
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The notice period depends on company policies, which varies between 15 days to 3 months, as normally mentioned in the appointment letter. In addition, it might vary in the case of contract/probation and permanent positions.
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Mr. Suresh, In which section the notice period is contemplated under factories act?? Regards Michael Nicholas
From India, Madras
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From India, Madras
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Hi Tribikram,
Notice period is the period of time required by both parties - the employee and employer - to notify the severance of either party. Usually, it is one month for junior and middle-level employees and three months for senior-level managerial employees. However, some technical/manufacturing organizations have a six-month notice period for the most senior employees who deal with technical know-how, product design, or R&D.
If the parties are unable to provide the required notice period, it can be equated by the payment of salary or a specific amount specified in the employment agreement.
Hope you understand.
Regards,
Dhinakaran
From India, Hyderabad
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Notice period is the period of time required by both parties - the employee and employer - to notify the severance of either party. Usually, it is one month for junior and middle-level employees and three months for senior-level managerial employees. However, some technical/manufacturing organizations have a six-month notice period for the most senior employees who deal with technical know-how, product design, or R&D.
If the parties are unable to provide the required notice period, it can be equated by the payment of salary or a specific amount specified in the employment agreement.
Hope you understand.
Regards,
Dhinakaran
From India, Hyderabad
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Hi,
Every company has a policy of its own. When we started, our notice period was 3 months. Now, since we are expanding, the notice period is for 1 month. In case the employee fails to give the information, we deduct the full month's salary.
From India, Calcutta
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Every company has a policy of its own. When we started, our notice period was 3 months. Now, since we are expanding, the notice period is for 1 month. In case the employee fails to give the information, we deduct the full month's salary.
From India, Calcutta
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Hi Tribicram,
The notice period for a confirmed employee is ONE MONTH, either from his side or from the company's side as per the Industrial Dispute Act Section 25F. Some companies follow different criteria, such as having a three-month or two-month notice period, but according to the law, it is one notice from either side.
Bibhutosh
From Australia, Balwyn
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The notice period for a confirmed employee is ONE MONTH, either from his side or from the company's side as per the Industrial Dispute Act Section 25F. Some companies follow different criteria, such as having a three-month or two-month notice period, but according to the law, it is one notice from either side.
Bibhutosh
From Australia, Balwyn
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Hi,
The duration of the notice period depends on the company's policy or as mentioned in the appointment letter. In our company, a confirmed employee is required to give a full one-month notice, while for a contractual employee, the notice period is 15 days.
Best Regards,
Meenakshi
From India, Sangrur
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The duration of the notice period depends on the company's policy or as mentioned in the appointment letter. In our company, a confirmed employee is required to give a full one-month notice, while for a contractual employee, the notice period is 15 days.
Best Regards,
Meenakshi
From India, Sangrur
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Hi Tribikram,
The notice period to leave the company depends on your company policy, your relationship with the HOD, managers, and any pending work from your side. I hope this clarifies it for you.
With regards,
Chidananda L R
From India, Panipat
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The notice period to leave the company depends on your company policy, your relationship with the HOD, managers, and any pending work from your side. I hope this clarifies it for you.
With regards,
Chidananda L R
From India, Panipat
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Hi Bibhutosh, the answer U/s 25F of ID act ie pertaining to retrenchment and not on regular cessation of employment. regds Michael Nicholas
From India, Madras
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From India, Madras
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But Suresh, Does IT sector come under Factories act. Please dont mistake me because I am doing a course in HRM and the lecturer told that Factories act is not applicable to IT sector. Durga
From India, Hyderabad
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From India, Hyderabad
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Ms Durga, Your lecturer is correct. As on date the IT sector is construed to be an industry as per the ID/factories Act definition. Rgds Michael Nicholas
From India, Madras
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From India, Madras
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Hi, I think it is industry-specific. The notice period can be defined as the time period for which the employee has to notify the company before parting with it. But as much as I know, I think it's at least a month. Hope you got your answer.
Regards!
From India, New Delhi
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Regards!
From India, New Delhi
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Dear,
Regarding the Notice Period, it depends on the company policy as it varies from company to company. When an employee is under the probation period, a one-month notice period is enough. After the completion of the probation period, a two-month notice period is mandatory for handing over the work and completing the tasks assigned.
Similarly, if a manager feels that the assigned tasks are already completed or will be finished within 10-15 days, the manager can waive off the remaining notice period.
My suggestion here is, first of all, you have to check your internal processes to understand the type of work you generally do. Then, have a session with the top management and based on the conclusions drawn, proceed accordingly.
Take care and regards,
Rupendra Mehta
From India, New Delhi
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Regarding the Notice Period, it depends on the company policy as it varies from company to company. When an employee is under the probation period, a one-month notice period is enough. After the completion of the probation period, a two-month notice period is mandatory for handing over the work and completing the tasks assigned.
Similarly, if a manager feels that the assigned tasks are already completed or will be finished within 10-15 days, the manager can waive off the remaining notice period.
My suggestion here is, first of all, you have to check your internal processes to understand the type of work you generally do. Then, have a session with the top management and based on the conclusions drawn, proceed accordingly.
Take care and regards,
Rupendra Mehta
From India, New Delhi
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Hi, It also depends on the desingation. For IT & ITES it is different. In IT below TM 30 day Above TM 60 days In ITES PE & SPE 30 days TL & ABOVE 60 DAYS PM & Above 90 DAYS
From India, Madras
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From India, Madras
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Hi,
By now, your query must be resolved. Please note that the notice period policy differs from company to company. For example, we expect an unconfirmed employee to serve a one-week notice period, while a confirmed employee serves a one-month notice period. The employee is liable as per their appointment letter. The notice period is ethically expected, especially for senior positions, to ensure a proper handover is completed after you depart.
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By now, your query must be resolved. Please note that the notice period policy differs from company to company. For example, we expect an unconfirmed employee to serve a one-week notice period, while a confirmed employee serves a one-month notice period. The employee is liable as per their appointment letter. The notice period is ethically expected, especially for senior positions, to ensure a proper handover is completed after you depart.
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Company Letter for Completion 01 Month Notice.docx