Understood, thanks for the advice!

Anyway 1 more question, if I had fired that employee earlier, is it mandatory that he is entitled to that 3 months pay? His performance has never been very good from the beginning, and he is always late as well.

Couldn't we use that to justify the sacking? as in sacking with reason.

Thanks Aurora, the thing is the employee has been given an opportunity many times to perform, and when I feel that his performance is not improving, I actually asked him to leave, instead of firing him directly.

However, now he is playing all these funny tricks, presumably because he is unhappy. I am also hesitant to ask him to provide me a copy of a valid MC, as this is not a requirement for the other staff. He might claim that this is discrimination or that I am 'targeting' him directly.

Hey guys im currently interning at this company.  But i want to leave 2 weeks before my official end date. During the interview i said i can commit till mid april,  15th april and they put that as my official end date on their offer letter.

Then i feel that i want to quit early because my semester starts at 29th march. Who should I talk to?

Guys,

I need some opinions about resignation and its timing.

I may receive a well-paid job offer next week. However, my current job requires 3-months notice (will end in August if I resign in May) and on top of that, i'm expecting to get good bonus in July.

So, my question is, is it possible for me to accept the new job offer now and only resign after my bonus in July? As for the penalty on the notice period, it will be settled by my July bonus.

Hi All,

Will there be any consequences at the company in singapore if got blacklisted by the company in malaysia?

want to ask..if my notice period is 2 month and new employer willing to buy out, does it mean i can write in letter 'resigning with 24 hrs notice'?

Add one more situation of mine. I've seen someone posted something similar to mine but his is without the salary issue.

I joined in mid Dec 2015 and was supposed to be confirmed by mid mid June 2016. In Apr, I tendered my resignation because I do not like the job, the travelling is far, my salary is lesser and I have another option to consider.

However, my boss was very adamant that I should stay and persuaded me, offered me a lot of things ; lesser work, more guidance, said I can go back early to avoid traffic. I rejected all because I know she's just saying that to save herself from doing the work. In the end, up to the GM also had a talk with me and offer me increment. So I stayed for the sake of the money, but later told me the company policy is increment is only for promotion or confirmation. Even the HR confirm with me that upon confirmation which WILL be in June, my new salary will be effective for July's pay. No official letter but with email communications to say effective 1st July.

By July I was already asking about my confirmation letter and they said pending at the CEO. So today is pay day and I am still getting old salary. I sent an email to HR and CC my boss asking why is the increment not taking effect, they replied because the CEO signed late and HR could not make it into this month payroll. In the email again, they said I will get the new salary and pay back July's salary difference.

I am no longer trusting them and I am planning to tender my resignation. Problem is am I considered as a confirmed staff or not? I had worked past the 6 months probation but I did not receive confirmation letter or sign on anything. Confirmed staff is 3 month notice while probation staff is 1 month.

I am handling a project now, and if 3 months notice, they can go back on their words not to give me my new salary yet I have to work for them 3 months. By then I will have finish their project already.

If one month will be great as they are the one not delivering what they promised.

Problem is am I considered as a confirmed staff or not? I had worked past the 6 months probation but I did not receive confirmation letter or sign on anything

Hi guys.Need your help
1) New employer promised to buy me out with the email confirmation where is no offer letter ready.Can I treat the email as official evidence to resign?
2) I ask to get the offer letter before resign but the new employer said it is not ready now. They need time for processing, like background screening etc..Will there be a possibility like this?What can I ask HR so that new employer can give me the offer letter?

My situation here,

My offer letter do mention that 3 months of probation period and resign during probation will need 1 month notice. and after confirmation then i will need to serve 3 months notice.

Problem now I'm in my 4th month and I'm not given any formal or verbal notice that I'm a confirm staff. So I should be serving 1 month notice right?

A hypothetical question: Does the employer have the right to ask the resigning employee to find a replacement before he/she leaves?

I'm currently working in a global bank in Malaysia. I have been with them for 5 years. I'm currently in the midst of serving 3months notice period. I want to leave the company earlier. I checked the HR policy but there is no mention of payment in lieu of notice. The employment contract I signed was far too long ago and I believe it was stated 1 month notice period only as I joined at entry level.

My new employer is willing to buyout 2 months of my notice period but my current manager refuses to let me go earlier. Since I don't see any company policy around buyouts, can I force myself out of my current company and inform them I will buyout the notice period? Do they hv any legal rights to challenge that and continue to force me to stay? I'm ok to burn bridges.

Anyone can advise from legal perspective? Thanks.

So the thing is regardless what is stated in my contract or the company policy, if I insist on leaving earlier, I can cut short my notice period by buyout. Because I'm about to go into a discussion with my manager this week to inform him I'm not serving the full 3 months notice. I will serve 2 months and pay the company 1 month regardless whether you like it or not. Lol...

Hello. I'm in a bit of a conundrum.

I'm working in an international school and recently the turnover rate is high so our company want us to sign a new contract that we may need to give 3-6 months notice.

All the staffs refused to sign it but then now they updated our staff guidebook stating this new rules about resignation notice. Our present contracts states that we abide to the staff guide book hence now my question is, does it means that whenever they update and change their guidebook, we have to follow it even though we didn't agree in the first place because the time we sign the contract , the guidebook does not have that rules.