I have submitted my resignation as I got an offer from another company and have committed the 60 day joining period to the new employer .
My current Company policy is to serve 60 days of notice period and I am willing to serve this full period and leave ,
However my delivery manager is ignoring the company policy and said had that he wont release until he gets the replacement resource from outside.
The Recruiting team also cannot say for sure as to when the replacement will be found and hired and when he would join this company
It is not right keep me as a prisoner in company indefinetly and spoil my career .What he is doing against the company policy and he has no right to do that
I already have a person trained in my team to handle my role and but he has trashed this person and doesnt consider him as a replacement and will not even tell me as to what is wrong with him so that I can work on correcting him.
If i leave after the 60 days , I fear I will not be given my Relieving letter from the company and will be treated as absconder which may not go down well my new or next prospective employer
How do I approach this matter ? Please advise .
From India, Bangalore
1My current Company policy is to serve 60 days of notice period and I am willing to serve this full period and leave ,
However my delivery manager is ignoring the company policy and said had that he wont release until he gets the replacement resource from outside.
The Recruiting team also cannot say for sure as to when the replacement will be found and hired and when he would join this company
It is not right keep me as a prisoner in company indefinetly and spoil my career .What he is doing against the company policy and he has no right to do that
I already have a person trained in my team to handle my role and but he has trashed this person and doesnt consider him as a replacement and will not even tell me as to what is wrong with him so that I can work on correcting him.
If i leave after the 60 days , I fear I will not be given my Relieving letter from the company and will be treated as absconder which may not go down well my new or next prospective employer
How do I approach this matter ? Please advise .
From India, Bangalore
The Delivery Manager will not be the final word in the company You approach his higher up through HR.No civilized company will tolerate deviation from accepted policies.You can also convince your new company on your genuinity.
Varghese Mathew.
From India, Thiruvananthapuram
Varghese Mathew.
From India, Thiruvananthapuram
Yes it is one of the top IT companies ,so thus they technically must not accept deviation from acceptable policies of the company but in my case they are simply allowing delivery manager to do whatever he wants as if he owns the company.
You are correct that such people need to be taken to task by senior management . I want to know how I can approach the Chief HR without creating too much of a scene as I fear that they may treat me like 3rd class citizen as I am leaving the company and then act like a puppet of delivery manager instead of being neutral.
From India, Bangalore
You are correct that such people need to be taken to task by senior management . I want to know how I can approach the Chief HR without creating too much of a scene as I fear that they may treat me like 3rd class citizen as I am leaving the company and then act like a puppet of delivery manager instead of being neutral.
From India, Bangalore
Hi Death Knight,
Do you have any acknowledgement from your current employer regarding
the submission of resignation letter.
Acknowledgement and Acceptance are two different things.
If your new employer is convinced that the existing employer has to release you in 60 days ( show him the proof of your appointment letter with the existing company) and he also has the acknowledgement for his reference, things should work out in your favour.
But if you have no proof of submission of resignation letter, then it has to be sorted out first unless the second employer ignores that.
V.Raghunathan..................................... ........Navi Mumbai
From India
Do you have any acknowledgement from your current employer regarding
the submission of resignation letter.
Acknowledgement and Acceptance are two different things.
If your new employer is convinced that the existing employer has to release you in 60 days ( show him the proof of your appointment letter with the existing company) and he also has the acknowledgement for his reference, things should work out in your favour.
But if you have no proof of submission of resignation letter, then it has to be sorted out first unless the second employer ignores that.
V.Raghunathan..................................... ........Navi Mumbai
From India
Hi Raghunathan ,
I have the appointment letter which states that the notice period is 60 days and that is printed in company letter head
I also have emails acknowledging the resignation and that the exit request has been approved but they arent in the company letter head
.I also have a printout of an undertaking stating that I agreed to the terms and conditions of exit and it is signed by me.
The undertaking states that I agree to do the knowledge transfer before leaving the services of the company and failing which the company can take legal proceedings against me
A knowledge transfer can be done to anyone from the team and I have already done that to a member of the team and he is working for well over a year with me and thus isnt a new person with no experience . I can also get signed documents from him stating that I have done all required Knowledge transfer to him and that he has nothing more to learn from me.
No where in the agreement nor in the company's official exit policy , it states that I have to wait like a prisoner for an indefinite period eg 75 ,90,100,120 days for a new replacement resource to arrive from outside the company and do the knowledge transfer to him before I can be released.
This not only goes against the company's exit policy but also violates indian labor law and I have understood that he can actually be taken to court for ruining someone's future . The exit policy is not created by him to twist it according to his needs and he doesnt have the authority to change it as he is neither a director on the Board nor a HR
Please advise
From India, Bangalore
I have the appointment letter which states that the notice period is 60 days and that is printed in company letter head
I also have emails acknowledging the resignation and that the exit request has been approved but they arent in the company letter head
.I also have a printout of an undertaking stating that I agreed to the terms and conditions of exit and it is signed by me.
The undertaking states that I agree to do the knowledge transfer before leaving the services of the company and failing which the company can take legal proceedings against me
A knowledge transfer can be done to anyone from the team and I have already done that to a member of the team and he is working for well over a year with me and thus isnt a new person with no experience . I can also get signed documents from him stating that I have done all required Knowledge transfer to him and that he has nothing more to learn from me.
No where in the agreement nor in the company's official exit policy , it states that I have to wait like a prisoner for an indefinite period eg 75 ,90,100,120 days for a new replacement resource to arrive from outside the company and do the knowledge transfer to him before I can be released.
This not only goes against the company's exit policy but also violates indian labor law and I have understood that he can actually be taken to court for ruining someone's future . The exit policy is not created by him to twist it according to his needs and he doesnt have the authority to change it as he is neither a director on the Board nor a HR
Please advise
From India, Bangalore
Hi Death Knight,
You can have a free and frank talk with the propective employer and decide accordingly.
I feel your case is clear.
You can create evidences about your willingness to do the knowledge transfer
and keep in record about the lack of response. This will protect you legally.
V.Raghunathan..................................... .....Navi Mumbai
From India
You can have a free and frank talk with the propective employer and decide accordingly.
I feel your case is clear.
You can create evidences about your willingness to do the knowledge transfer
and keep in record about the lack of response. This will protect you legally.
V.Raghunathan..................................... .....Navi Mumbai
From India
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