After confirmation of the job offer, you will serve the company for a minimum of two years. During these two years, your services shall be terminable by either side by giving twelve months' notice or salary in lieu thereof. Thereafter, your service will be terminable by either side by giving three months' notice or basic salary in lieu thereof.
From India, Dehra Dun
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From India, Dehra Dun
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Hi, It is an act of directly compelling you to serve for two years after confirmation. The separation clause is also very high, i.e., 12 months, although the employer is willing to give 12 months. If you have not accepted the offer so far, please don't go for it.
From India, Madras
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1015From India, Madras
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In general notice period should not be more than 90 days. It would be better to look for an other employment before gets confirmed.
From India, Mumbai
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From India, Mumbai
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Conditions in Appointment Orders
The HR Manager can write anything in the appointment order. When the post is such that a lot of candidates are available in the market and the labor is highly elastic, they can put any condition. I am afraid, will the same be there in the appointment order of a position which is inelastic or where availability is very limited? No. Therefore, when the employee is on the accepting side, whether to accept it or not is the main question. If you need a job, you will accept it. If you are highly employable, certainly, you will refuse to accept the conditions mentioned in the offer and reject it. The choice is yours.
Legal Considerations for Non-Managerial Positions
If the position is not a managerial one, these conditions of service are against the provisions of the Industrial Disputes Act. The ID Act provides for conditions to be followed to terminate an employee/workman, but nowhere in the Act is it mentioned that an employee should give notice if he wants to leave the company. Therefore, in the case of an employee who does not have any functional authority of a supervisor, these conditions of service can be totally ignored, and no action can be taken by the employer if he violates it. Of course, a manager will not get the protection of the law, and as such, accepting it or rejecting it is his own decision.
From India, Kannur
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The HR Manager can write anything in the appointment order. When the post is such that a lot of candidates are available in the market and the labor is highly elastic, they can put any condition. I am afraid, will the same be there in the appointment order of a position which is inelastic or where availability is very limited? No. Therefore, when the employee is on the accepting side, whether to accept it or not is the main question. If you need a job, you will accept it. If you are highly employable, certainly, you will refuse to accept the conditions mentioned in the offer and reject it. The choice is yours.
Legal Considerations for Non-Managerial Positions
If the position is not a managerial one, these conditions of service are against the provisions of the Industrial Disputes Act. The ID Act provides for conditions to be followed to terminate an employee/workman, but nowhere in the Act is it mentioned that an employee should give notice if he wants to leave the company. Therefore, in the case of an employee who does not have any functional authority of a supervisor, these conditions of service can be totally ignored, and no action can be taken by the employer if he violates it. Of course, a manager will not get the protection of the law, and as such, accepting it or rejecting it is his own decision.
From India, Kannur
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Appointment Letter to an Employee for fixed period.doc