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The best way to inform the New Employer - HR/Personnel Dept" the rue facts, if you are confident to convince them. Go along with earlier Appointment letter and acknowledgement of your resignation letter, so to substantiate you say. If they agree - well and good - if not it is a litmus test to say that he New employer is also in same footage. Pvt. Ltd. Companies - Particularly of hierarchy therein having same mentality, unless you are having very good repo. more  

I am raising a basic question. 30 or 90 days by the employer and the employee or salary/wage in lieu thereof may seem to be ok on the face of it. How do you equate the employer and an employee. If an employee leaves an employment w/o any notice for whatever reason, the business of the employer would not suffer much, barring a mere disruption. He can always find a substitute from the market where there is a huge line of people seeking employment. However, if the services of an employee (almost every one depends solely on the salary) he and his family members are literally thrown out on the street. He may not get an alternative job for months or years as the market is so tight. Imagine the fate of such an employee. In my opinion even three months salary would be inadequate. Of course we may not be justified asking to protect the employee for a long long period. I suggest a possible solution not difficult to implement. Central and State Governments and employers--small or big--should contribute a separate fund to give dole (for survival) to those who are unable to get employment or who are thrown out of employment for whatever reasons. Justice demands that every individual is ensured food, clothing and basic needs. My suggestion may strike many as absurd or utopian. It is not. Put yourself in the shoes of a wage earner or who is on the lookout for an employment with or without family members in tow. Is it not the moral responsibility of the society/government to take care of such unfortunate souls. Can we not find a lasting equitable solution to this real vexed problems. We can start a serious talk on this issue. Incidentally I would like to know the leader(s) of Local Circle who takes final decision on all issues. Please indicate their details so that the basic purpose of launching the Local Circle to get justice for all can be achieved. CAN I EXPECT AN INFORMED DECISION FROM THE INDIVIDUALS/GROUPS THAT MAY BE WHO CONDUCT AND ADMINISTER LOCAL CIRCLE. IT IS A HUMBLE SERIOUS REQUEST IN THE LARGER INTEREST. I AM MAKING THIS REQUEST IN THE LARGER INTEREST OF EVERYONE. = sviss38@yahoo.com more  

the original letter is binding. more  

Ask for copy of document under which you are required to give 90 days notice. If that documents requiers you to serve 90 days notice then you will have to comply. BUT BEFORE TAKING SUCH A STEP TRY TO SETTLE MATTER AMICABLY. REQUEST FOR SYMPETHATIC CONSIDERATION OF YOUR CASE.. more  

When joining a company you might have joined in a junior position,but was promoted to a senior position based on performance/talent/requirement.But that position requires a 90 day notice period as per industrial regulation of Ministry of corporate affairs/or state industrial law. A manager is deemed to have been vested with powers that requires him to adjudicate the subordinates,including financial powers/such as issuing advances -recovery etc,is construed as a managerial post as per both the state and MCA. In USA and other countries your resignation letter is sufficient,and no reliving certificate is nessary. But in India it will be needed for next employment. What they deduct is your basic salary,not perks,house rent allowance. But the CEO/MD can waive it off based on your immediate boss.But HRA has to constitute a committee after your notice to talk to you and obtain why you want to leave and write there that you have to give 90 days/3 months notice,and give you such copy.This is not happening even in big companies. more