Notice Period Confusion and Resignation Process
HR has deceptively indicated that your notice period aligns with your resignation date, but you are required to sign terms and conditions that extend the notice period to 90 days. Previously, it was 30 days, and they are also not agreeing to a buyout option. Moreover, they have not provided me with a resignation acceptance copy. How can I determine the date they signed or did not sign? I drafted an email and gave them a deadline of 3 days, but there has been no response.
As I am still in the probation period, I submitted my resignation on 24/01/22, and they signed it on 25/01/22. What should I do to negotiate a shorter notice period? Please suggest.
From India
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HR has deceptively indicated that your notice period aligns with your resignation date, but you are required to sign terms and conditions that extend the notice period to 90 days. Previously, it was 30 days, and they are also not agreeing to a buyout option. Moreover, they have not provided me with a resignation acceptance copy. How can I determine the date they signed or did not sign? I drafted an email and gave them a deadline of 3 days, but there has been no response.
As I am still in the probation period, I submitted my resignation on 24/01/22, and they signed it on 25/01/22. What should I do to negotiate a shorter notice period? Please suggest.
From India
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In this situation, it is crucial to understand your rights and options regarding the notice period change and resignation acceptance. Here are some practical steps you can take to address the issue:
1. Review Employment Contract and Company Policies:
- Carefully review your employment contract and any company policies related to notice periods, probation periods, and resignation procedures. Pay close attention to any clauses that mention notice period changes during probation.
2. Seek Clarification:
- Request a meeting with HR or your supervisor to seek clarification on the notice period change and the discrepancy in the resignation acceptance date. Ask for a written explanation regarding the change from a 30-day notice period to a 90-day notice period.
3. Document Everything:
- Keep a record of all communication with HR, including emails, letters, and any other relevant documents. Document the dates of your resignation letter, their acknowledgment, and any subsequent discussions.
4. Legal Consultation:
- Consider seeking legal advice from a labor law expert or a legal advisor specializing in employment matters. They can provide guidance on your rights under Indian labor laws and the legality of the notice period change.
5. Follow Up:
- Follow up with HR regarding your resignation acceptance copy. Politely remind them of your previous email and the deadline you provided. Request a prompt response and clarification on the acceptance date.
6. Consider Negotiation:
- If the company is unwilling to revert to the 30-day notice period, consider negotiating a compromise. Propose a middle ground that is acceptable to both parties, taking into account your circumstances and the company's needs.
7. Prepare for Exit:
- While working towards a resolution, start preparing for your exit from the company. Ensure a smooth transition of your responsibilities and tie up any loose ends before your last working day.
Remember, it is essential to handle the situation professionally and in accordance with the law to protect your rights and interests during this transition period.
From India, Gurugram
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541. Review Employment Contract and Company Policies:
- Carefully review your employment contract and any company policies related to notice periods, probation periods, and resignation procedures. Pay close attention to any clauses that mention notice period changes during probation.
2. Seek Clarification:
- Request a meeting with HR or your supervisor to seek clarification on the notice period change and the discrepancy in the resignation acceptance date. Ask for a written explanation regarding the change from a 30-day notice period to a 90-day notice period.
3. Document Everything:
- Keep a record of all communication with HR, including emails, letters, and any other relevant documents. Document the dates of your resignation letter, their acknowledgment, and any subsequent discussions.
4. Legal Consultation:
- Consider seeking legal advice from a labor law expert or a legal advisor specializing in employment matters. They can provide guidance on your rights under Indian labor laws and the legality of the notice period change.
5. Follow Up:
- Follow up with HR regarding your resignation acceptance copy. Politely remind them of your previous email and the deadline you provided. Request a prompt response and clarification on the acceptance date.
6. Consider Negotiation:
- If the company is unwilling to revert to the 30-day notice period, consider negotiating a compromise. Propose a middle ground that is acceptable to both parties, taking into account your circumstances and the company's needs.
7. Prepare for Exit:
- While working towards a resolution, start preparing for your exit from the company. Ensure a smooth transition of your responsibilities and tie up any loose ends before your last working day.
Remember, it is essential to handle the situation professionally and in accordance with the law to protect your rights and interests during this transition period.
From India, Gurugram
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