Hi, I have been working for a major IT company for 2 years. From March, they have revised the notice period to 90 days from the previous 30 days. However, I got admission to a renowned school on 7th March, and the classes are scheduled to start on 16th April. I promptly submitted my resignation requesting an early release. I am new to this particular project, so I have no dependencies. Despite my willingness to buy out the remaining days, the project is reluctant to let me go. I have already invested around 3 lakhs in nonrefundable fees for the institute. Please advise on what can be done as I find myself in a very difficult situation.
From India, Kolkata
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From India, Kolkata
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Considerations for Notice Period Changes
There are two things you have to consider:
1. When they revised the notice period from 30 days to 90 days, did your company HR inform you of the change, and did you give your acceptance? If yes, you have to comply; if not, raise the question because they must obtain the employee's consent before making such changes.
2. No company can bind its staff to work for a defined period if they are unwilling to do so. However, the condition is that a proper handover of responsibilities and documents has been completed and returned to the employer with prior intimation. In your case, there should not be any problem as you are ready to buy out the shortfall period and have informed them 30 days in advance.
I hope this addresses the points raised. Please feel free to get back to me on my mobile.
Regards,
Rajesh Pradhan
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]
From India, Delhi
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2There are two things you have to consider:
1. When they revised the notice period from 30 days to 90 days, did your company HR inform you of the change, and did you give your acceptance? If yes, you have to comply; if not, raise the question because they must obtain the employee's consent before making such changes.
2. No company can bind its staff to work for a defined period if they are unwilling to do so. However, the condition is that a proper handover of responsibilities and documents has been completed and returned to the employer with prior intimation. In your case, there should not be any problem as you are ready to buy out the shortfall period and have informed them 30 days in advance.
I hope this addresses the points raised. Please feel free to get back to me on my mobile.
Regards,
Rajesh Pradhan
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]
From India, Delhi
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Notice of Employee Change.doc