Hi seniors,
I'm working in a domestic BPO, just few months ago a new trainer joined our company and she is not feeling fit in company or i say unhappy with the process. So my Ex boss has openings for Trainers so i gave her his number for job change. Somehow our HR find out that i gave her his number and he yelled & threatened me in front of all staff that stop doing such things and consider this as a verbal warning next time I will give you warning letter and termination letter in one go. I wanted to know is it a offence by HR law to provide contact number for job change.Is it my mistake to provide contact number.
Thanks in advance
From India, Delhi
1I'm working in a domestic BPO, just few months ago a new trainer joined our company and she is not feeling fit in company or i say unhappy with the process. So my Ex boss has openings for Trainers so i gave her his number for job change. Somehow our HR find out that i gave her his number and he yelled & threatened me in front of all staff that stop doing such things and consider this as a verbal warning next time I will give you warning letter and termination letter in one go. I wanted to know is it a offence by HR law to provide contact number for job change.Is it my mistake to provide contact number.
Thanks in advance
From India, Delhi
Dear Member,
Suppose if the trainer was not fit for the job, you could have encouraged her on making herself fit. Happiness or unhappiness is a state of mind. You could have referred her to a career counsellor. Loyalty to your employer demands encouraging the fellow colleagues to work with you. Irrespective of the type of the work that an employee does, the underlying and unifying factor is protecting the interest of the company. Rather than that you provided contact details of the third party to a trainer so that she can apply for the job there. This is nothing but promoting the employee attrition, albeit indirectly. You have worked against the cause of the company that provides you bread and butter. Why?
While providing contact details of third party, at least you could have done it surreptitiously. Lose talk, either by you or by that trainer must have reached ears of HR. His outburst is result of this lose talk. Both of you did not realise that even walls have ears. Some innocent looking colleague must be snooping around and providing information to HR. This he/she could be doing to gain brownie points!
The only objectionable part from HR is rebuke for your misdemeanour corum populo. HR should have reprimanded you privately. Later he could have issued circular to all the employees stating that they need to refrain from fostering attrition in their company. This would have been professional approach. But then professionalism in BPO is just skin deep. It was your HR's unprofessional tit for your unprofessional tat. Therefore, forget the incident and move on.
Thanks,
Dinesh Divekar
From India, Bangalore
Suppose if the trainer was not fit for the job, you could have encouraged her on making herself fit. Happiness or unhappiness is a state of mind. You could have referred her to a career counsellor. Loyalty to your employer demands encouraging the fellow colleagues to work with you. Irrespective of the type of the work that an employee does, the underlying and unifying factor is protecting the interest of the company. Rather than that you provided contact details of the third party to a trainer so that she can apply for the job there. This is nothing but promoting the employee attrition, albeit indirectly. You have worked against the cause of the company that provides you bread and butter. Why?
While providing contact details of third party, at least you could have done it surreptitiously. Lose talk, either by you or by that trainer must have reached ears of HR. His outburst is result of this lose talk. Both of you did not realise that even walls have ears. Some innocent looking colleague must be snooping around and providing information to HR. This he/she could be doing to gain brownie points!
The only objectionable part from HR is rebuke for your misdemeanour corum populo. HR should have reprimanded you privately. Later he could have issued circular to all the employees stating that they need to refrain from fostering attrition in their company. This would have been professional approach. But then professionalism in BPO is just skin deep. It was your HR's unprofessional tit for your unprofessional tat. Therefore, forget the incident and move on.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear YKAJAD,
I also second opinion of Mr. Divekar above. As cardinal rule,in every organization,all employees are supposed to abide rules and not to provide any direct or indirect assistance or aid that makes any colleagues change employment. It is HR, to control any objectionable behavior if brought to him by appropriate measures and interventions through disciplinary/actions against such steps noticed by him.Please ensure the intention in right earnest..
Regds,
From India, Delhi
I also second opinion of Mr. Divekar above. As cardinal rule,in every organization,all employees are supposed to abide rules and not to provide any direct or indirect assistance or aid that makes any colleagues change employment. It is HR, to control any objectionable behavior if brought to him by appropriate measures and interventions through disciplinary/actions against such steps noticed by him.Please ensure the intention in right earnest..
Regds,
From India, Delhi
1. If you provided the number in office premises, it is a misconduct.
2. Please understand one thing very clearly the person to whom you tried to help has spilled the beans, what you did was unethical what other person did was a betrayal.
3. Your HR is also as mature as you are.
4. Never ever do such thing.
From India, Thane
2. Please understand one thing very clearly the person to whom you tried to help has spilled the beans, what you did was unethical what other person did was a betrayal.
3. Your HR is also as mature as you are.
4. Never ever do such thing.
From India, Thane
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