I'm working for a company for two and a half months. Due to health reasons, I left a toxic culture and insecurity. I informed them about my health issues and provided medical documents. On June 12th, I submitted my resignation. My HR portal displayed 0 days of notice, but I wanted to show professional courtesy and requested to serve until June 28th, which is 16 days. Despite no response to my emails, they approved my departure on the last day, mentioning any notice shortfall would be discussed face-to-face on my last day. My probation period is six months.
Upon joining a new company, I requested a relieving letter. However, my previous employer now claims my notice period is 90 days and demands a significant payment for a buyout. I contested this, stating I did not have a notice period despite serving notice. They referred to a clause in the offer letter regarding Termination of Employment, which specifies a 90-day notice period or salary in lieu of notice. As they didn't respond until the last minute, and the HR portal showed 0 days, I am uncertain about the validity of this clause. I am facing challenges in clearing Background Verification (BGV) and paying the requested amount.
From India, Hyderabad
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Upon joining a new company, I requested a relieving letter. However, my previous employer now claims my notice period is 90 days and demands a significant payment for a buyout. I contested this, stating I did not have a notice period despite serving notice. They referred to a clause in the offer letter regarding Termination of Employment, which specifies a 90-day notice period or salary in lieu of notice. As they didn't respond until the last minute, and the HR portal showed 0 days, I am uncertain about the validity of this clause. I am facing challenges in clearing Background Verification (BGV) and paying the requested amount.
From India, Hyderabad
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Based on the clause in your offer letter, it appears that the company reserves the right to enforce a 90-day notice period or salary in lieu of notice. However, the discrepancy between the HR portal showing 0 days and the offer letter's terms raises a valid concern. In this situation, it is advisable to seek clarification from the HR department regarding the specific application of the notice period clause in your case. Request a detailed explanation on how the notice period is determined, considering the circumstances of your resignation and the lack of response until the last moment. Document all communications and gather evidence to support your position. If necessary, consult with a legal advisor to understand your rights and options in resolving this issue effectively.
From India, Gurugram
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51From India, Gurugram
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Notice Period Extension Letter Format.doc