The new agreement circulated by email is one way and weighing towards employer. It is not signed and accepted by employee and thus does not apply to her.
From India, Chandigarh
42From India, Chandigarh
Dear Sir,
The Company is having every right to amend the rules according to the circumstances from time to time.
In the Initial stages, it may be one month notice period. Subsequently they have amended
and also they have intimated the same through E-mail. As such the 3 months notice period holds good.
D.Gurumurthy
LL.HR & IR Consultant.
From India, Hyderabad
The Company is having every right to amend the rules according to the circumstances from time to time.
In the Initial stages, it may be one month notice period. Subsequently they have amended
and also they have intimated the same through E-mail. As such the 3 months notice period holds good.
D.Gurumurthy
LL.HR & IR Consultant.
From India, Hyderabad
Mr. Adi,
An agreement is a two way process. Offer and Acceptance. In your wife's case she has accepted the offer by signing the offer letter by accepting all terms & conditions on the offer letter. when an amendments issued to the original agreement, it shd also be signed as a token of acceptance. But the mail message does not carry any value as it would served you a intimation and not seeking your acceptance as a part of original agreement. Legally it would not be binding for employees unless signed the amendment on original one.
best
T Kumar
From India, Madras
An agreement is a two way process. Offer and Acceptance. In your wife's case she has accepted the offer by signing the offer letter by accepting all terms & conditions on the offer letter. when an amendments issued to the original agreement, it shd also be signed as a token of acceptance. But the mail message does not carry any value as it would served you a intimation and not seeking your acceptance as a part of original agreement. Legally it would not be binding for employees unless signed the amendment on original one.
best
T Kumar
From India, Madras
Dear Adi,
In today's scenario from permission, leave or resignation has been communicated through e-mail to the higher authority why cant the management communicate the changes through e-mail.
All the written Communications are legally valid according to the law. and Communication through e-mail is one of the type of written communication and it is addressed to the individual employees or the members of the respective project.
More over the e-mail content would be clearly specified if you have any grievances you can contact person the HR / authorised person within the time limit else the change has been accepted by you. (which you have not mentioned).
From India, Mumbai
In today's scenario from permission, leave or resignation has been communicated through e-mail to the higher authority why cant the management communicate the changes through e-mail.
All the written Communications are legally valid according to the law. and Communication through e-mail is one of the type of written communication and it is addressed to the individual employees or the members of the respective project.
More over the e-mail content would be clearly specified if you have any grievances you can contact person the HR / authorised person within the time limit else the change has been accepted by you. (which you have not mentioned).
From India, Mumbai
Dear Mr. Adi,
I have seen both seperation policy in the Appointment letter and the Changed policy details, I feel Management can not have different policy for the employee and different one for them. When they change the policy for the employee as three months, Management also should give three months notice. There should be proper uniform policy, they can't have the advantage, and it should not be from one side only, acceptance of both the parties is necessary in a contract.
Joga Rao
From India, Eluru
I have seen both seperation policy in the Appointment letter and the Changed policy details, I feel Management can not have different policy for the employee and different one for them. When they change the policy for the employee as three months, Management also should give three months notice. There should be proper uniform policy, they can't have the advantage, and it should not be from one side only, acceptance of both the parties is necessary in a contract.
Joga Rao
From India, Eluru
Dear Adi,
As the Appointment Letter or Contract issued to her while joining the company is signed by the authority of company and ACCEPTED & ACKNOWLEDGED BY SIGNATURE by her. Based on the narration of clauses, the decision of change of notice period has taken in the interest of company. The agreement or any changes in certain clauses should be accepted (signed & acknowledged) by other party i.e. employee and in her case, if she has not signed the acceptance of the same it is not applied to her. Well for safer side please check the same clause of main Appointment Letter or Contract Letter.
Pradeep D.
Dy. Manager HRM
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As the Appointment Letter or Contract issued to her while joining the company is signed by the authority of company and ACCEPTED & ACKNOWLEDGED BY SIGNATURE by her. Based on the narration of clauses, the decision of change of notice period has taken in the interest of company. The agreement or any changes in certain clauses should be accepted (signed & acknowledged) by other party i.e. employee and in her case, if she has not signed the acceptance of the same it is not applied to her. Well for safer side please check the same clause of main Appointment Letter or Contract Letter.
Pradeep D.
Dy. Manager HRM
-----------------
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LABOUR CONTRACT AGREEMENT.doc
Employment Contract agreement.pdf