Train During Notice Period

Train During Notice Period (TDNP)

07092010163Introduction:
“A notice period can be defined as the amount of time an employee has to give from the time he decides to quit until he actually stops working.” It is also known as Redundancy Situation.
Redundancy situation is often faced when a person is concerned with trying to get another job or seeking training in order to be able to apply for other jobs. Notice of redundancy means that an employee is entitled to reasonable time off with pay during working hours to look for another job or make arrangements for training for future employment.

Length of notice:

Why do I get only one hours' notice?

 

The period of notice to be given depends on the written contract that is agreed upon. If the written contract is unavailable, the notice period to be given depends on what the parties have agreed upon verbally.

The following shall apply if there is no such period previously agreed upon:
Length of Service   Notice Period
Less than 26 weeks                                             1 day
26 weeks to less than 2 years                             1 week
2 years to less than 5 years                                 2 weeks
5 years and above                                               4 weeks

The day on which the notice is given shall be included in the notice period. The length of notice to be given by an employee (in a resignation) and an employer (in a termination of employment) is the same. By mutual consent, notice can be waived.

What triggers notice?

• Plant Closing: Notice must be given by a covered employer if an employment site (or one or more facilities or operating units within an employment site) will be shut down, and the shutdown will result in an employment loss for 50 or more employees during any 30-day period. Employees who have worked less than 6 months in the last 12 months or employees who work an average of less than 20 hours a week for that employer is not counted. These latter groups, however, are entitled to notice.

• Mass Layoff: Notice must be given by a covered employer if there is to be a mass layoff which does not result from a plant closing, but which will result in an employment loss at the employment site during any 30-day period for 500 or more employees, or for 50-499 employees if they make up at least 33% of the employer’s active workforce. Again, the employees who have worked less than 6 months in the last 12 months or employees who work an average of less than 20 hours a week for that employer is not counted. These latter groups, however, are entitled to notice.
Things to do during your notice period:

Tenancy-Notice-Period-Scotland
• Boss first, others next: Be graceful and speak to your boss first once you have decided to leave. Only after your boss has given the go ahead, it is both professional and wise to put your resignation down in writing. This gives your boss the time and space to process the information, plan the next steps and even make a counter offer.

• It’s about work, not play: You can start making your plans, once your departure from the company and last working day is confirmed. Act with dignity as you are still in employment and your reputation will depend on how you behave now. Your professional routine should be maintained. Reassure the firm on your commitments, if you need time off during this period.

• Knowledge transfer: Your employer may want you to complete all existing projects before you leave. However, that may not be practical, given the limited duration of your notice period and the length of the project. A more reasonable expectation is a full knowledge transfer to the person or team that will take over your role and responsibilities. It is better to start off with meeting your replacement and setting an agenda for handing over information. Your replacement should b introduced to your team, clients and vendors and should formally inform them of the change in role.

• References: Speak to your supervisors, HR and senior colleagues, towards the beginning of your notice period, and sound them out to write reference letters. HR managers are generally permitted to give standard experience letters. Make sure the details of joining, relieving, last designation and, where possible, whether the firm is open to re-hiring you is all included.

• Documentation and finances: A clearance certificate from all concerned stakeholders needs to be obtained. Also, a soft copy of the no-dues certificate must be retained. All the personal data and contacts from your office computer to your own devices must be transferred. Obtain fresh insurance covers as your employer-sponsored insurance covers will lapse once you leave. Your gratuity has to be discussed if you have completed 5 years. Transfer your PF account or withdraw it if you are unemployed for over two months. Calculate your commissions, pending salaries, applicable bonuses, reimbursement bills and encashment of leaves with your HR before you leave so that your final settlement is error free.

Don’ts:
• Blab about your plans: People really do not want to know about the awesome salary and your new job offer or the month long international vacation that you are planning. Sidestep conversations politely about your future and avoid becoming a magnet for negativity or gossip.

• Junk the present: Trashing your boss within your team or squealing about your colleagues to your boss will not sit well with your image once you leave. Similarly, resist the temptation to bring a long list of your complaints to the exit interview. Choose the moral and social high ground, whenever in doubt.

• Leave trash behind: Your desk must be completely cleaned the day before you leave. All the books and trinkets you have loaned to friends must be collected at least a week before. With a month left, pursue all shared party bills and inter-personal loans to their completion.

• Carry data or materials: Any company data or materials that are in your possession after you leave will technically be “stealing”. Your company email password, pen drives, laptop, data and confidential documents should be handed over to the right people. All your personal devices need to be checked for any data that you may have inadvertently transferred.

• Don’t shut the door: All doors that you slam on your way out will invariably be locked in case you need to return. The relationships and communication should be kept amicable with your company, boss, HR and colleagues. They should be treated with respect, for you will definitely cross paths with some of them.

TDNP offered by Varnaaz:
If an employee has been under notice period, they are entitled to reasonable time off with pay during working hours to look for another opportunity or make arrangements for training for future employment. Varnaaz offers training for those employees who have been under notice period and helps them find a reasonable path for future growth.
TDNP VARNAAZ identifies the proper candidate from the market for the approval from the Partner Candidate to get a conditional offer letter. Varnaaz imparts training to the Candidate in Dynamics Corporate Communication/Solution design Skills, plus Candidate gets certified TM Training Process Implementation, Etiquettes Microsoft Dynamics, and Product Training to Get Ready for Certification Exam Case study of native domain where the product is implemented.

Varnaaz TDNP Model:

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References:

https://answers.yahoo.com/question/index?qid=20080901052953AAZFEQL
http://www.belfasttelegraph.co.uk/business/help-advice/employment-issues/time-off-for-job-hunting-or-to-arrange-training-when-facing-redundancy-28522768.html
http://www.doleta.gov/programs/factsht/warn.htm
http://www.mom.gov.sg/employment-practices/employment-rights-conditions/contract-of-service-termination/Pages/contracts-of-service-and-termination.aspx
http://articles.economictimes.indiatimes.com/2014-06-02/news/50272851_1_notice-period-boss-transfer/2