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[HELP] Can my employer change notice period duration like this?
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<blockquote data-quote="Criminal" data-source="post: 2104044" data-attributes="member: 52795"><p>^^ [USER=27090]@asingh[/USER] You've put your thoughts nicely this time around... I liked the explanation. That's how things are supposed to work. There's nothing better than having all the relevant documents in order. It's the safest option for a worker and I am not even contending this point.</p><p></p><p>So, far I haven't found a sound justification for exact 30/60/90 days notice periods. It's astonishing that regardless of the industry or application, we follow same guidelines across the board. How come every task magically be taken care of in exactly 30 days? How come people at higher positions be absolved of their responsibilities in exactly 60 days? Why can't it be 35 days, 66 days or 10 days?</p><p></p><p>I often get entangled in workplace/ethics discussions on TE but then I realize that I've worked in a different kind of environment, which may appear cowboyish to others. I've worked with highly process driven people/companies, where policies were revisited regularly and I found them to be better than the industry standards.</p><p></p><p><strong>I've changed companies 5 times and I don't have relieving letters for 3 of them. That amounts to around 9 years of work experience. </strong></p><p></p><p>None of them were obscure companies with weird policies. One of them is among the Top 5 Indian MNCs (revenue wise). Second one often appears in India's Top 10 Companies to Work for (read employee-friendly company). While I was there, I lost the count after it was voted among top 10, five years in a row. Third is one of the largest banks in US.</p><p></p><p>All of these companies didn't bother about my missing documents. Also, I just didn't walk away without serving the notice period. Actually I had put in a lot extra than required. During my tenure, I saw a number of employees getting fired because of forgery, unethical practices etc., but the work never suffered. We never felt any void because of their absence. And how would you conduct a 60 days knowledge transition if somebody dies without giving prior notice?</p><p></p><p>I am guessing companies suffer due to sudden employee exit because they don't have robust processes in place. They have no idea of risk identification/assessment or mitigation. They never make contingency plans. They never ensure that everyone checks-in their work everyday, including managers. They never document everything (not the code but day-to-day procedures, processes etc). This is true even for big MNCs. We had almost everything documented so that a fresh hire would start contributing in just 3 days - without any assistance from other employees (read wasting their time). Lot of companies assign a 'buddy' for spoon-feeding new hires.</p><p></p><p>Not only the code, but all kinds of documents were reviewed at various levels before they could be merged with the trunk. That means lot of people knew each other's work, which facilitated back-filling during contingencies. The comment about product based companies needing 2 months for proper transition, makes me wonder what would happen if such an employee gets abducted by aliens? How would you complete the transition and move forward? Isn't it outrageous that some employee is keeping 60 days worth of knowledge in his/her brain? </p><p></p><p>In one of my companies we used to spend too much time in daily meetings/checks with teams spread across the globe. Too much overhead but it helped in keeping projects on track. We would recover from unexpected downtimes (strikes etc) the same day. As per newspapers, tech companies lose too much during such untoward events. But hardly any impact to my company. No wonder we were among top companies to deliver projects right on time/budget. Harvard and Yale curriculum used to have case studies on our work culture. We had employee feedback captured at such frequent intervals that we would know beforehand when someone was planing to quit. We'd let go of the person if we couldn't fulfill their demands. Usual 30-day notice period would apply but almost everybody liked to avail their pending leaves. Pending work or knowledge transition were never an issue because we wouldn't let them store stuff in their brains for too long. I had more than 60 days of leaves pending at the time of my resignation. But due to a recent cap of 45 days (policy revision), I was supposed to work for only 15 days out of my 60-day notice period. It's another story that I quit after 1.5 years of filing resignation, without receiving a relieving letter.</p><p></p><p>Completing a protocol just for the heck of it doesn't make sense. If there's 60 days of more work, it's fine. Otherwise there's no point in harassing the employee and spending unnecessarily on his/her daily requirements.</p><p></p><p>That's why it becomes all the more important to capture 360 degree feedback. Fortunately, I haven't worked in such a company where my entire employment history is captured in just 2 sentences. A person might've shown a bad behavior during his/her last 60 days but were they really that bad throughout their tenure?</p><p>Of course, it cannot run out but I am skeptical of how it needs exactly 30/60/90 days to complete, industry-wide <img src="data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7" class="smilie smilie--sprite smilie--sprite2" alt=";)" title="Wink ;)" loading="lazy" data-shortname=";)" /></p><p></p><p>Agree with leaving being a painful experience but didn't understand the rest of the text.</p><p></p><p>Indeed!</p><p></p><p>After reading views on archaic policies and work culture, my future looks bleak. One day I might run into a company which expects all my documents to be in order. So far things have worked out in my favor as I have been an excellent employee. Been thru numerous background checks, even during project changes within the company. Missing relieving letters haven't cause any trouble. Even if they perceive me as a cowboy, it's fine... every team needs a mix of people. You need someone to ride the (work)horses <img src="data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7" class="smilie smilie--sprite smilie--sprite7" alt=":p" title="Stick Out Tongue :p" loading="lazy" data-shortname=":p" /></p><p></p><p>I am not encouraging anyone to forgo their relieving letters. My comments revolve around the practice of serving fixed notice periods, without giving much thought to its usefulness.</p><p>Why Marley? He was an a$$hole!</p></blockquote><p></p>
[QUOTE="Criminal, post: 2104044, member: 52795"] ^^ [USER=27090]@asingh[/USER] You've put your thoughts nicely this time around... I liked the explanation. That's how things are supposed to work. There's nothing better than having all the relevant documents in order. It's the safest option for a worker and I am not even contending this point. So, far I haven't found a sound justification for exact 30/60/90 days notice periods. It's astonishing that regardless of the industry or application, we follow same guidelines across the board. How come every task magically be taken care of in exactly 30 days? How come people at higher positions be absolved of their responsibilities in exactly 60 days? Why can't it be 35 days, 66 days or 10 days? I often get entangled in workplace/ethics discussions on TE but then I realize that I've worked in a different kind of environment, which may appear cowboyish to others. I've worked with highly process driven people/companies, where policies were revisited regularly and I found them to be better than the industry standards. [B]I've changed companies 5 times and I don't have relieving letters for 3 of them. That amounts to around 9 years of work experience. [/B] None of them were obscure companies with weird policies. One of them is among the Top 5 Indian MNCs (revenue wise). Second one often appears in India's Top 10 Companies to Work for (read employee-friendly company). While I was there, I lost the count after it was voted among top 10, five years in a row. Third is one of the largest banks in US. All of these companies didn't bother about my missing documents. Also, I just didn't walk away without serving the notice period. Actually I had put in a lot extra than required. During my tenure, I saw a number of employees getting fired because of forgery, unethical practices etc., but the work never suffered. We never felt any void because of their absence. And how would you conduct a 60 days knowledge transition if somebody dies without giving prior notice? I am guessing companies suffer due to sudden employee exit because they don't have robust processes in place. They have no idea of risk identification/assessment or mitigation. They never make contingency plans. They never ensure that everyone checks-in their work everyday, including managers. They never document everything (not the code but day-to-day procedures, processes etc). This is true even for big MNCs. We had almost everything documented so that a fresh hire would start contributing in just 3 days - without any assistance from other employees (read wasting their time). Lot of companies assign a 'buddy' for spoon-feeding new hires. Not only the code, but all kinds of documents were reviewed at various levels before they could be merged with the trunk. That means lot of people knew each other's work, which facilitated back-filling during contingencies. The comment about product based companies needing 2 months for proper transition, makes me wonder what would happen if such an employee gets abducted by aliens? How would you complete the transition and move forward? Isn't it outrageous that some employee is keeping 60 days worth of knowledge in his/her brain? In one of my companies we used to spend too much time in daily meetings/checks with teams spread across the globe. Too much overhead but it helped in keeping projects on track. We would recover from unexpected downtimes (strikes etc) the same day. As per newspapers, tech companies lose too much during such untoward events. But hardly any impact to my company. No wonder we were among top companies to deliver projects right on time/budget. Harvard and Yale curriculum used to have case studies on our work culture. We had employee feedback captured at such frequent intervals that we would know beforehand when someone was planing to quit. We'd let go of the person if we couldn't fulfill their demands. Usual 30-day notice period would apply but almost everybody liked to avail their pending leaves. Pending work or knowledge transition were never an issue because we wouldn't let them store stuff in their brains for too long. I had more than 60 days of leaves pending at the time of my resignation. But due to a recent cap of 45 days (policy revision), I was supposed to work for only 15 days out of my 60-day notice period. It's another story that I quit after 1.5 years of filing resignation, without receiving a relieving letter. Completing a protocol just for the heck of it doesn't make sense. If there's 60 days of more work, it's fine. Otherwise there's no point in harassing the employee and spending unnecessarily on his/her daily requirements. That's why it becomes all the more important to capture 360 degree feedback. Fortunately, I haven't worked in such a company where my entire employment history is captured in just 2 sentences. A person might've shown a bad behavior during his/her last 60 days but were they really that bad throughout their tenure? Of course, it cannot run out but I am skeptical of how it needs exactly 30/60/90 days to complete, industry-wide ;) Agree with leaving being a painful experience but didn't understand the rest of the text. Indeed! After reading views on archaic policies and work culture, my future looks bleak. One day I might run into a company which expects all my documents to be in order. So far things have worked out in my favor as I have been an excellent employee. Been thru numerous background checks, even during project changes within the company. Missing relieving letters haven't cause any trouble. Even if they perceive me as a cowboy, it's fine... every team needs a mix of people. You need someone to ride the (work)horses :p I am not encouraging anyone to forgo their relieving letters. My comments revolve around the practice of serving fixed notice periods, without giving much thought to its usefulness. Why Marley? He was an a$$hole! [/QUOTE]
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[HELP] Can my employer change notice period duration like this?
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