Dear Azim ji,
In addition to my earlier comments, I would like to give some more comments / my views, point-wise as under which may help you to decide your case.
If it is agreed by both the parties no salary in lieu of short notice by either side, the employer can insist no salary in lieu of short notice.
In case management is not giving acknowledgment receipt, one should send the communication by Register AD Post, asap.
Now time has gone. You should come on record of the company the fact of submitting the letter but not giving the acknowledge receipt, by written communication to higher management.
Any clause in appointment letter or in any any agreement is agreed by both the parties by writing and signing. So change in it should be in writing and singing by both the parties. Mere email communication of change is not enough.
Comments are already given above.
From India, Mumbai
2555In addition to my earlier comments, I would like to give some more comments / my views, point-wise as under which may help you to decide your case.
If it is agreed by both the parties no salary in lieu of short notice by either side, the employer can insist no salary in lieu of short notice.
In case management is not giving acknowledgment receipt, one should send the communication by Register AD Post, asap.
Now time has gone. You should come on record of the company the fact of submitting the letter but not giving the acknowledge receipt, by written communication to higher management.
Any clause in appointment letter or in any any agreement is agreed by both the parties by writing and signing. So change in it should be in writing and singing by both the parties. Mere email communication of change is not enough.
Comments are already given above.
From India, Mumbai
Dear Pooja, In every organisa-
tion Standing orders(in the
absence of standing orders
model standing orders) and/or
Service Rules will be there
whether it is unionised or
not. Appointment letter
contains the clauses from
this. Generally any change
in the establihment concerned to the employees
should be notified for information otherwise it is
invalid legally.
So, in case of any resignation by a probationer
the clause of notice will not be applicable.
In case of a resignation by
the confirmed employee, as
our members are rightly said
1 month or three months whatever the case may be or
notice pay in lieu of notice, part of the notice and the notice pay by the
employee has to be accepted
by the employer. In such case employee should clearly
specify in the resignation
letter to adjust the notice
pay from his final dues.
Some companies will clearly
intimate about the notice period only by either. In
that case Company has got the right legally to
From United States, Cupertino
tion Standing orders(in the
absence of standing orders
model standing orders) and/or
Service Rules will be there
whether it is unionised or
not. Appointment letter
contains the clauses from
this. Generally any change
in the establihment concerned to the employees
should be notified for information otherwise it is
invalid legally.
So, in case of any resignation by a probationer
the clause of notice will not be applicable.
In case of a resignation by
the confirmed employee, as
our members are rightly said
1 month or three months whatever the case may be or
notice pay in lieu of notice, part of the notice and the notice pay by the
employee has to be accepted
by the employer. In such case employee should clearly
specify in the resignation
letter to adjust the notice
pay from his final dues.
Some companies will clearly
intimate about the notice period only by either. In
that case Company has got the right legally to
From United States, Cupertino
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