As per my company policy, I have to serve a 3-month notice period. I sent my resignation 3 months ago. Now, since the organization has not found a replacement yet, they are concerned about potential revenue loss. Due to this, they have asked me to extend my notice period by 3 more weeks, citing the need for a transition to the new person. Given my senior role, I agreed as we have a crucial release in progress. However, they still have not found a replacement. In the meantime, I have completed my knowledge transfer to my reporting employees so they can manage in my absence. I have also received a sign-off from them. Despite this, the organization is unwilling to relieve me, stating that I am needed to complete the knowledge transfer once the replacement is identified. Is this ethical? What points do I have on my side to ensure a smooth relieving process, given that my future employer's background check on my current employment is yet to happen?
From India, Chennai
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From India, Chennai
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Since you seem to be covered under the Shops and Establishment Act, the employer ought to have relieved you after the expiry of the notice period prescribed under the Act (which is generally 30 days). Apprise him of it and seek relieving; otherwise, approach the inspector under the Act because every employer wants to have his water undisturbed as long as he can.
From India, New Delhi
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225From India, New Delhi
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Notice of Employee Change.doc