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rama e. k. s (engineer)     30 April 2014

Notice period

Dear Sir, 

I am from Mumbai, I am working in MNC as per my employment agreement states that " the employee may be terminated by employer at any time without cause  and for any reason upon giving employee 30 days written notice of termination or salary lieu of notice."  

The same states as employee side " the employee shall have the right to terminate this agreement and his or her employment upon giving the employer 60 days notice or 60 days salary in lieu of notice."

I would like to know any employment law says employer can give 30 days notice. if the same comes from employee it should be 60 days.

As per my knowledge any aggrement  whatever the terms should be equal  to both sides.

I came to know as per mumbai shop establishment says it is 30 days notice for confirmed employees. is it true? if it is true, then how can i approach my employer for notice period.

 

Thanks



Learning

 14 Replies

Dr J C Vashista (Advocate)     30 April 2014

The agreement is being accepted and signed by both the parties, read and understand before acceptance.

rama e. k. s (engineer)     30 April 2014

Dear Sir,

Thanks for your reply. This is situation when we join in MNC in India. We can't ask this is not accepted by me and this is not as per Labor or employee law. If we put any questions then they will immediately terminate their offer.
 
I would like to ask one question  this type agreement is clearly saying employee in weak side and employer in superior side(one side agreement)
 
As per shop and establishment act says notice period for 30 days. If any company ask 60 days as notice period, is this not against the law?
 
Please let me know is there any chance to reduce 30 days and can i approach any labor court or Shop establishment inspector for this matter. 
 
Note:  When people change their  job to current company to other company, they lose 1 month of salary. Because more employers ask to join with in one month. One month salary is acually big amount for employee, Why our goverment does not make any rules for MNC's ?.
 
Thanks

Advocate Ravinder (Advocate/Attorney)     30 April 2014

This is very unfair clause.  You can very well approach the labour commission/court raising the insertion of this arbitrary clause in the agreement.  You will definitely get the relief.

rama e. k. s (engineer)     30 April 2014

Dear Ravinder,

  Thanks for your valuable reply. when i convey ,them this clauses are unfair. If they dont accept. What can i do?. 

If i fight with them legally, next company will approach them for background verification. That time they may tell  something negative. What can i do?

Please let me clear is there any law regarding  notice period also let me know the notice period may vary for employer and employee or it should be equal for both.

Awaiting for your reply

Thanks

Advocate Ravinder (Advocate/Attorney)     30 April 2014

What is the negetive.  You will win the case. The next employer may appreciate you for taking dare step. Under Industrial dispute Act and Minimum wages act and other Acts, the rules and regulations are already enumerated for the welfare of the employee.  As the employer is a huge, the employee cannot fight against him.  Hence, the law is framed for the welfare and safety of the employer in the hands of employer.  Service matter is not my specialisation.  If you want I will enquire and let you know the latest position of the law in this aspect.  You may contact me 7893011777 or ravinder2345@gmail.com.  

rama e. k. s (engineer)     30 April 2014

Thanks a lot for your very quick reply. 

rama e. k. s (engineer)     30 April 2014

 

Dear Sir,

Please refer below is Mumbai shop establishment act Section 66 which describes about notice period.

Please let me know in this section 66 mentioned as atleast 30 days and atleast 15 days. what is the meaning of atleast (minimum)?. If this section is mentioned with minimum notice period, then employer can ask maximum notice period(60 days)?

Beacuse they have not mentioned any maximum time limit. Please advice me sir.

Chapter: Miscellaneous and Supplemental 

Section 66: Notice of termination of service 

No employer shall dispense with the services of an employee who has been in his [continuous employment] - 

a) for not less than a year, without giving such person at least thirty days notice in writing, or wages in lieu of such 

notice: 

b) for less than a year but more than three months, without giving such person at least fourteen days notice in 

writing, or wages in lieu of such notice: 

c) Provided that such notice shall not be necessary where the services of such employees are dispensed with for 

misconduct. 

[Explanation - For the purposes of this section, "misconduct" shall include - 

a) absence from service without notice in writing or without sufficient reasons for seven days or more;

 

Thanks

Advocate Ravinder (Advocate/Attorney)     01 May 2014

Sec 66 is relating to employer liability to give atleast 30 days notice to employee.  Then what is the section provided and what is the time limit provided for employee  to give notice to the employer.  

T. Kalaiselvan, Advocate (Advocate)     01 May 2014

I go with the opinion of learned Dr. Vashista on the subject.Once you have agreed to the terms and conditions before  joining, what is the problem to dispute about it ata later stage. If you wish to bring the matter to the Labor Commissioner, you may do so wasting your time, energy and money over it, because ours is a system full of ..........practices, how far you think  a Labor commissioner will be able to stand by the side of an individual fighting a case for the benefit of public at  large. Do you think the authority is not knowing about such illegal atrocities of the employment giants?, mobilise support and then jump into the battle field forsuch noble causes lest you will stand isolated without any support.

rama e. k. s (engineer)     01 May 2014

Dear Kalai selvan, Thanks for your reply. Then what can i do? i have to pay one month salary.Please let me know if anything is mutally agreed, but it is not supporting the law then what is the next step. Still is this aggrement valid or void? Thanks

rama e. k. s (engineer)     01 May 2014

Dear Ravinder,

Thanks for your reply. This section 66 doesnt say anything about employee notice period. please let me know is this act may give a  choice to employer for setting notice period from 30 days to 90 days?

Thanks

MV RAJA RAAM (High Court Advocate)     02 May 2014

It appears, answers given to you by our learned brothers is self sufficient. Stii you have any grievance approach local advocate. Hope you understand

MV RAJA RAAM (High Court Advocate)     02 May 2014

It appears, answers given to you by our learned brothers is self sufficient. Stii you have any grievance approach local advocate. Hope you understand

Kumar Doab (FIN)     19 April 2016

If you are covered by the def. of 'Employee' as in the Act then you may approach the Inspector appointed under the Act.The Act shall prevail upon appointment letter.  

If you are covered by the def. of Workman' as in the ID Act then you may approach the Labor Inspector, O/o Labor commissioner.

If standing orders (model/Certified) apply then look into these and these shall prevail upon appointment letter.  

The contract of employment should promote equitable discretions or these can easily be termed arbitrary.

There are many employee's/IT employee's/Trade unions that can support you.


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