Revising the Notice Period
I have a question about revising the notice period from three months to two months. After gathering inputs from current employees and suggestions listed in exit interviews, we are planning to change the notice period from three months to two months. The reason is that 90% of exits did not serve the complete three-month notice period; in some cases, they were relieved before three months. Can anyone suggest ways to enforce this notice period policy revision from 3 months to 2 months while complying with employment laws since the post-dated appointment letter cannot be revised?
Seeking Detailed Insights
I am looking for detailed insights on whether we can issue a letter drafted on the employer's letterhead with a stamp, or if a draft on stamp paper alone would suffice as authentic. To be specific, our industry is IT product-based.
Appreciate a quick response.
From India, Hyderabad
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I have a question about revising the notice period from three months to two months. After gathering inputs from current employees and suggestions listed in exit interviews, we are planning to change the notice period from three months to two months. The reason is that 90% of exits did not serve the complete three-month notice period; in some cases, they were relieved before three months. Can anyone suggest ways to enforce this notice period policy revision from 3 months to 2 months while complying with employment laws since the post-dated appointment letter cannot be revised?
Seeking Detailed Insights
I am looking for detailed insights on whether we can issue a letter drafted on the employer's letterhead with a stamp, or if a draft on stamp paper alone would suffice as authentic. To be specific, our industry is IT product-based.
Appreciate a quick response.
From India, Hyderabad
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When I was working in one of the top MNCs, the notice period was revised to 3 months from 2 months. How did they manage this change? We had a termination policy where the notice period is mentioned. In the offer letter, although the notice period was specified, a statement subject to changes in policy, if any, made the process simpler. All India employees received an email communication from the HR head stating the change in the notice period and the reason for it. It has been updated in the policy as well. We have not received a revised offer letter with the change in the notice period. You can consider this approach as well. If you don't have a termination policy, you can still send the change in an email to employees and conduct a meeting on this topic to clear doubts of employees.
Regards,
Thiyagu
From India, Bengaluru
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67Regards,
Thiyagu
From India, Bengaluru
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Managing Notice Period Changes in MNCs
When I was working in one of the top MNCs, the notice period was revised to three months from two months. It is management's prerogative to amend the service conditions. How did they manage this change? They must have issued a revised Notice Period Circular to make it effective.
We had a termination policy where the notice period is mentioned. In the offer letter, though the notice period was stated, a statement subject to changes in policy, if any, made the process simpler. All India employees received an email communication from the HR head stating the change in the notice period and the reason for it. It has been updated in the policy as well. We have not received a revised offer letter with the change in notice period. As in your previous appointment letter, there must be a clause stating that you will abide by subsequent changes in Policy, Rules, Regulations, and Sub-rules. No need to issue a revised Appointment Letter.
You can consider this approach as well. If you don't have a termination policy, you can still send the change in an email to employees and conduct a meeting on this topic to clear employees' doubts.
Regards
From India, Pune
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When I was working in one of the top MNCs, the notice period was revised to three months from two months. It is management's prerogative to amend the service conditions. How did they manage this change? They must have issued a revised Notice Period Circular to make it effective.
We had a termination policy where the notice period is mentioned. In the offer letter, though the notice period was stated, a statement subject to changes in policy, if any, made the process simpler. All India employees received an email communication from the HR head stating the change in the notice period and the reason for it. It has been updated in the policy as well. We have not received a revised offer letter with the change in notice period. As in your previous appointment letter, there must be a clause stating that you will abide by subsequent changes in Policy, Rules, Regulations, and Sub-rules. No need to issue a revised Appointment Letter.
You can consider this approach as well. If you don't have a termination policy, you can still send the change in an email to employees and conduct a meeting on this topic to clear employees' doubts.
Regards
From India, Pune
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