I've worked in an IT company for 2.8 years. I resigned from it on 18th January. The company has a notice period of 90 days or a buyout policy, but they are not allowing me to opt for the buyout as the firm has a very high attrition rate. I pleaded with HR and my manager, but nobody helped. Then I fell ill and submitted my medical records to HR, hoping that they might waive off or let me buy out the notice period. I am in desperate need of an experience letter as I have to submit it to my future employer. I have served around 30 days of my notice period in the office. Additionally, for some reason, they have kept my salary for February 2019 on hold, even though I was at the office until 20th March 2019. Please guide me through this situation.
From India, Bhopal
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From India, Bhopal
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Planning Your Exit Strategy
Time and again, I have been reiterating that existing employees intending to switch their jobs should plan their exit well. Of course, employment cannot be a lifetime affair with a single organization. Everyone is at liberty to choose their career in a way most favorable to their betterment in life. At the same time, they should be equally considerate about the inevitable difficulties faced by their employer because of their exit. One indication of this positive attitude in an exiting employee is being prepared for the worst of the notice conditions because such an employee knows well about the work culture and exit policy of the organization where they work.
Addressing High Attrition and Notice Period Challenges
Coming to the post, the poster knows well about the high attrition problem faced by their management. If so, what prevented them from obtaining sufficient joining time from their prospective employer? Therefore, they can make an appeal to the CEO of their organization, explaining their genuine inability to comply with the rendering of the actual notice service as insisted by the organization out of its genuine necessity.
From India, Salem
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6108Time and again, I have been reiterating that existing employees intending to switch their jobs should plan their exit well. Of course, employment cannot be a lifetime affair with a single organization. Everyone is at liberty to choose their career in a way most favorable to their betterment in life. At the same time, they should be equally considerate about the inevitable difficulties faced by their employer because of their exit. One indication of this positive attitude in an exiting employee is being prepared for the worst of the notice conditions because such an employee knows well about the work culture and exit policy of the organization where they work.
Addressing High Attrition and Notice Period Challenges
Coming to the post, the poster knows well about the high attrition problem faced by their management. If so, what prevented them from obtaining sufficient joining time from their prospective employer? Therefore, they can make an appeal to the CEO of their organization, explaining their genuine inability to comply with the rendering of the actual notice service as insisted by the organization out of its genuine necessity.
From India, Salem
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Relieving & Experience Letter.doc