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Extension of Notice Period [closed]
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My HR has sent an email to everyone in the office stating that the Notice period of all the employees has been extended from 30 days to 90 days.
Is this legal?
As the Contract that i entered with the company has a specific clause which stated that 30 days notice would be served.
Though in the different Clause at the end of the agreement it is mentioned that that i would be obliged to obey the rules and regulations amended from time to time.
Thus this clause forces me to serve a 90 days notice?
Whether the email communication send by HR is a deemed acceptance?
employment
edited Oct 28 '15 at 19:09
DJClayworth
40.8k886146
asked Oct 28 '15 at 12:29
Srishti
11
closed as off-topic by Stephan Kolassa, scaaahu, alroc, Joe Strazzere, Philip Kendall Oct 28 '15 at 14:16
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Stephan Kolassa, scaaahu, alroc, Joe Strazzere, Philip Kendall
suggest improvements |Â
up vote
0
down vote
favorite
My HR has sent an email to everyone in the office stating that the Notice period of all the employees has been extended from 30 days to 90 days.
Is this legal?
As the Contract that i entered with the company has a specific clause which stated that 30 days notice would be served.
Though in the different Clause at the end of the agreement it is mentioned that that i would be obliged to obey the rules and regulations amended from time to time.
Thus this clause forces me to serve a 90 days notice?
Whether the email communication send by HR is a deemed acceptance?
employment
edited Oct 28 '15 at 19:09
DJClayworth
40.8k886146
asked Oct 28 '15 at 12:29
Srishti
11
closed as off-topic by Stephan Kolassa, scaaahu, alroc, Joe Strazzere, Philip Kendall Oct 28 '15 at 14:16
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Stephan Kolassa, scaaahu, alroc, Joe Strazzere, Philip Kendall
2
Please be aware that your question is treading the line between on- and off-topic. While questions about terminating employment (and specifically notice periods) are on-topic as shown in the help center, questions seeking advice on company-specific regulations, agreements, or policies have been decided to be off-topic.
– CGCampbell
Oct 28 '15 at 12:42
1
Could you tag your location?
– Dustybin80
Oct 28 '15 at 13:04
2
Ask an employment lawyer who specialises in your country/state employment law, do not take legal advice form random people on the internet.
– user29055
Oct 28 '15 at 13:29
Welcome to the site Srishti. I noticed that you added a request for help to your post but I'm afraid that we can't really give you an answer that will be helpful to you. We can only recommend that you ask for input from a lawyer or try to evaluate your specific contract yourself using any online resources that might be available for your jurisdiction.
– Lilienthal♦
Oct 28 '15 at 21:17
suggest improvements |Â
up vote
0
down vote
favorite
up vote
0
down vote
favorite
My HR has sent an email to everyone in the office stating that the Notice period of all the employees has been extended from 30 days to 90 days.
Is this legal?
As the Contract that i entered with the company has a specific clause which stated that 30 days notice would be served.
Though in the different Clause at the end of the agreement it is mentioned that that i would be obliged to obey the rules and regulations amended from time to time.
Thus this clause forces me to serve a 90 days notice?
Whether the email communication send by HR is a deemed acceptance?
employment
edited Oct 28 '15 at 19:09
DJClayworth
40.8k886146
asked Oct 28 '15 at 12:29
Srishti
11
My HR has sent an email to everyone in the office stating that the Notice period of all the employees has been extended from 30 days to 90 days.
Is this legal?
As the Contract that i entered with the company has a specific clause which stated that 30 days notice would be served.
Though in the different Clause at the end of the agreement it is mentioned that that i would be obliged to obey the rules and regulations amended from time to time.
Thus this clause forces me to serve a 90 days notice?
Whether the email communication send by HR is a deemed acceptance?
employment
edited Oct 28 '15 at 19:09
DJClayworth
40.8k886146
asked Oct 28 '15 at 12:29
Srishti
11
edited Oct 28 '15 at 19:09
DJClayworth
40.8k886146
edited Oct 28 '15 at 19:09
DJClayworth
40.8k886146
edited Oct 28 '15 at 19:09
DJClayworth
40.8k886146
40.8k886146
asked Oct 28 '15 at 12:29
Srishti
11
asked Oct 28 '15 at 12:29
Srishti
11
asked Oct 28 '15 at 12:29
Srishti
11
11
closed as off-topic by Stephan Kolassa, scaaahu, alroc, Joe Strazzere, Philip Kendall Oct 28 '15 at 14:16
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Stephan Kolassa, scaaahu, alroc, Joe Strazzere, Philip Kendall
closed as off-topic by Stephan Kolassa, scaaahu, alroc, Joe Strazzere, Philip Kendall Oct 28 '15 at 14:16
This question appears to be off-topic. The users who voted to close gave this specific reason:
- "Questions seeking advice on company-specific regulations, agreements, or policies should be directed to your manager or HR department. Questions that address only a specific company or position are of limited use to future visitors. Questions seeking legal advice should be directed to legal professionals. For more information, click here." – Stephan Kolassa, scaaahu, alroc, Joe Strazzere, Philip Kendall
2
Please be aware that your question is treading the line between on- and off-topic. While questions about terminating employment (and specifically notice periods) are on-topic as shown in the help center, questions seeking advice on company-specific regulations, agreements, or policies have been decided to be off-topic.
– CGCampbell
Oct 28 '15 at 12:42
1
Could you tag your location?
– Dustybin80
Oct 28 '15 at 13:04
2
Ask an employment lawyer who specialises in your country/state employment law, do not take legal advice form random people on the internet.
– user29055
Oct 28 '15 at 13:29
Welcome to the site Srishti. I noticed that you added a request for help to your post but I'm afraid that we can't really give you an answer that will be helpful to you. We can only recommend that you ask for input from a lawyer or try to evaluate your specific contract yourself using any online resources that might be available for your jurisdiction.
– Lilienthal♦
Oct 28 '15 at 21:17
suggest improvements |Â
2
Please be aware that your question is treading the line between on- and off-topic. While questions about terminating employment (and specifically notice periods) are on-topic as shown in the help center, questions seeking advice on company-specific regulations, agreements, or policies have been decided to be off-topic.
– CGCampbell
Oct 28 '15 at 12:42
1
Could you tag your location?
– Dustybin80
Oct 28 '15 at 13:04
2
Ask an employment lawyer who specialises in your country/state employment law, do not take legal advice form random people on the internet.
– user29055
Oct 28 '15 at 13:29
Welcome to the site Srishti. I noticed that you added a request for help to your post but I'm afraid that we can't really give you an answer that will be helpful to you. We can only recommend that you ask for input from a lawyer or try to evaluate your specific contract yourself using any online resources that might be available for your jurisdiction.
– Lilienthal♦
Oct 28 '15 at 21:17
2
2
Please be aware that your question is treading the line between on- and off-topic. While questions about terminating employment (and specifically notice periods) are on-topic as shown in the help center, questions seeking advice on company-specific regulations, agreements, or policies have been decided to be off-topic.
– CGCampbell
Oct 28 '15 at 12:42
Please be aware that your question is treading the line between on- and off-topic. While questions about terminating employment (and specifically notice periods) are on-topic as shown in the help center, questions seeking advice on company-specific regulations, agreements, or policies have been decided to be off-topic.
– CGCampbell
Oct 28 '15 at 12:42
1
1
Could you tag your location?
– Dustybin80
Oct 28 '15 at 13:04
Could you tag your location?
– Dustybin80
Oct 28 '15 at 13:04
2
2
Ask an employment lawyer who specialises in your country/state employment law, do not take legal advice form random people on the internet.
– user29055
Oct 28 '15 at 13:29
Ask an employment lawyer who specialises in your country/state employment law, do not take legal advice form random people on the internet.
– user29055
Oct 28 '15 at 13:29
Welcome to the site Srishti. I noticed that you added a request for help to your post but I'm afraid that we can't really give you an answer that will be helpful to you. We can only recommend that you ask for input from a lawyer or try to evaluate your specific contract yourself using any online resources that might be available for your jurisdiction.
– Lilienthal♦
Oct 28 '15 at 21:17
Welcome to the site Srishti. I noticed that you added a request for help to your post but I'm afraid that we can't really give you an answer that will be helpful to you. We can only recommend that you ask for input from a lawyer or try to evaluate your specific contract yourself using any online resources that might be available for your jurisdiction.
– Lilienthal♦
Oct 28 '15 at 21:17
suggest improvements |Â
1 Answer
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The contract you have between you and your employer, assuming it is a valid one, usually trumps other things, such as vocally-communicated policy changes. Even written changes can be "over-ruled" by your contract, as long as they are coming from personnel who aren't in a position to make them. (By this I mean that if you are in a section of a branch of a division, and your first line supervisor says that your notice period has changed, it is unlikely he has the authority to 'speak for the company' as it were.)
As it happens, however, your contract, according to you, also contains the clause that you are "obliged to obey the rules and regulations (as) amended from time to time."
A large company will set policies and guidance and have those written changes communicated to its employees by HR, just as yours has done. Assuming those changes that HR has emailed everyone about have actually been incorporated into things like the company regulations and/or employee's handbooks, then you have been officially notified of the "amendments" to the notice period, and are now obliged to follow them.
This is my belief as a employee of large and small companies for over 30 years. I am not a lawyer and if you think you have need to "fight" this change, I would highly recommend you seek out professional legal assistance, which is the only way you will really be sure.
answered Oct 28 '15 at 12:49
CGCampbell
1,0251220
suggest improvements |Â
1 Answer
1
active
oldest
votes
1 Answer
1
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
2
down vote
The contract you have between you and your employer, assuming it is a valid one, usually trumps other things, such as vocally-communicated policy changes. Even written changes can be "over-ruled" by your contract, as long as they are coming from personnel who aren't in a position to make them. (By this I mean that if you are in a section of a branch of a division, and your first line supervisor says that your notice period has changed, it is unlikely he has the authority to 'speak for the company' as it were.)
As it happens, however, your contract, according to you, also contains the clause that you are "obliged to obey the rules and regulations (as) amended from time to time."
A large company will set policies and guidance and have those written changes communicated to its employees by HR, just as yours has done. Assuming those changes that HR has emailed everyone about have actually been incorporated into things like the company regulations and/or employee's handbooks, then you have been officially notified of the "amendments" to the notice period, and are now obliged to follow them.
This is my belief as a employee of large and small companies for over 30 years. I am not a lawyer and if you think you have need to "fight" this change, I would highly recommend you seek out professional legal assistance, which is the only way you will really be sure.
answered Oct 28 '15 at 12:49
CGCampbell
1,0251220
suggest improvements |Â
up vote
2
down vote
The contract you have between you and your employer, assuming it is a valid one, usually trumps other things, such as vocally-communicated policy changes. Even written changes can be "over-ruled" by your contract, as long as they are coming from personnel who aren't in a position to make them. (By this I mean that if you are in a section of a branch of a division, and your first line supervisor says that your notice period has changed, it is unlikely he has the authority to 'speak for the company' as it were.)
As it happens, however, your contract, according to you, also contains the clause that you are "obliged to obey the rules and regulations (as) amended from time to time."
A large company will set policies and guidance and have those written changes communicated to its employees by HR, just as yours has done. Assuming those changes that HR has emailed everyone about have actually been incorporated into things like the company regulations and/or employee's handbooks, then you have been officially notified of the "amendments" to the notice period, and are now obliged to follow them.
This is my belief as a employee of large and small companies for over 30 years. I am not a lawyer and if you think you have need to "fight" this change, I would highly recommend you seek out professional legal assistance, which is the only way you will really be sure.
answered Oct 28 '15 at 12:49
CGCampbell
1,0251220
suggest improvements |Â
up vote
2
down vote
up vote
2
down vote
The contract you have between you and your employer, assuming it is a valid one, usually trumps other things, such as vocally-communicated policy changes. Even written changes can be "over-ruled" by your contract, as long as they are coming from personnel who aren't in a position to make them. (By this I mean that if you are in a section of a branch of a division, and your first line supervisor says that your notice period has changed, it is unlikely he has the authority to 'speak for the company' as it were.)
As it happens, however, your contract, according to you, also contains the clause that you are "obliged to obey the rules and regulations (as) amended from time to time."
A large company will set policies and guidance and have those written changes communicated to its employees by HR, just as yours has done. Assuming those changes that HR has emailed everyone about have actually been incorporated into things like the company regulations and/or employee's handbooks, then you have been officially notified of the "amendments" to the notice period, and are now obliged to follow them.
This is my belief as a employee of large and small companies for over 30 years. I am not a lawyer and if you think you have need to "fight" this change, I would highly recommend you seek out professional legal assistance, which is the only way you will really be sure.
answered Oct 28 '15 at 12:49
CGCampbell
1,0251220
The contract you have between you and your employer, assuming it is a valid one, usually trumps other things, such as vocally-communicated policy changes. Even written changes can be "over-ruled" by your contract, as long as they are coming from personnel who aren't in a position to make them. (By this I mean that if you are in a section of a branch of a division, and your first line supervisor says that your notice period has changed, it is unlikely he has the authority to 'speak for the company' as it were.)
As it happens, however, your contract, according to you, also contains the clause that you are "obliged to obey the rules and regulations (as) amended from time to time."
A large company will set policies and guidance and have those written changes communicated to its employees by HR, just as yours has done. Assuming those changes that HR has emailed everyone about have actually been incorporated into things like the company regulations and/or employee's handbooks, then you have been officially notified of the "amendments" to the notice period, and are now obliged to follow them.
This is my belief as a employee of large and small companies for over 30 years. I am not a lawyer and if you think you have need to "fight" this change, I would highly recommend you seek out professional legal assistance, which is the only way you will really be sure.
answered Oct 28 '15 at 12:49
CGCampbell
1,0251220
answered Oct 28 '15 at 12:49
CGCampbell
1,0251220
answered Oct 28 '15 at 12:49
CGCampbell
1,0251220
answered Oct 28 '15 at 12:49
CGCampbell
1,0251220
1,0251220
suggest improvements |Â
suggest improvements |Â
2
Please be aware that your question is treading the line between on- and off-topic. While questions about terminating employment (and specifically notice periods) are on-topic as shown in the help center, questions seeking advice on company-specific regulations, agreements, or policies have been decided to be off-topic.
– CGCampbell
Oct 28 '15 at 12:42
1
Could you tag your location?
– Dustybin80
Oct 28 '15 at 13:04
2
Ask an employment lawyer who specialises in your country/state employment law, do not take legal advice form random people on the internet.
– user29055
Oct 28 '15 at 13:29
Welcome to the site Srishti. I noticed that you added a request for help to your post but I'm afraid that we can't really give you an answer that will be helpful to you. We can only recommend that you ask for input from a lawyer or try to evaluate your specific contract yourself using any online resources that might be available for your jurisdiction.
– Lilienthal♦
Oct 28 '15 at 21:17