Hi,
This is in continuation of the previous post where a third-party agency and current supervisor forced me to resign, creating instances as if it was more of personal revenge rather than anything substantial. Yes, there are two sides to the same coin. Let me explain in detail so that you can provide me with a solution, as this was complete harassment, involving a forced resignation and a couple of threats of termination.
1. Due to COVID, I was in my hometown. I received an email from my supervisor to report to the base location, to which I replied that I would join on 5th October as I was trying to find suitable accommodation. I was stationed in UP E. before the lockdown. As a training team, we were supposed to conduct webinars for products over Webex when the lockdown began in March. I questioned them about the difference it would make if I conducted the webinar from home, staying safe, instead of from the PG, which was still not a safer option until I found better accommodation. Despite being the top-performing employee in all training interventions and projects, my supervisor continued to send warning emails, copying her boss, as a threat to me.
2. As mentioned earlier, it's a third-party company working for clients. During a regular email conversation, I also cc'd my personal Gmail account. I received a warning email and rectified the situation without making any further mistakes.
3. When I requested written documentation of my mistake, they threatened termination and providing a negative reference when I join a new company. However, they never provided me with written evidence of my so-called mistake, which seemed artificially created for threatening and tormenting purposes.
4. I called my female supervisor, apologized via email, acknowledged my mistake in their context, and promised not to repeat it. Despite this, she did not extend any forgiveness even after acknowledging the challenges of finding a job during the COVID-19 situation.
They orchestrated a situation that led to my resignation. Even after resigning, they continue to defame me. It's not based on hearsay, but some individuals will undoubtedly support me against this injustice.
My point is, how can a supervisor and agency collaborate to force the resignation of an employee who has been working with utmost dedication for the past four years? I seek justice.
Thank you.
From India, Patna
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This is in continuation of the previous post where a third-party agency and current supervisor forced me to resign, creating instances as if it was more of personal revenge rather than anything substantial. Yes, there are two sides to the same coin. Let me explain in detail so that you can provide me with a solution, as this was complete harassment, involving a forced resignation and a couple of threats of termination.
1. Due to COVID, I was in my hometown. I received an email from my supervisor to report to the base location, to which I replied that I would join on 5th October as I was trying to find suitable accommodation. I was stationed in UP E. before the lockdown. As a training team, we were supposed to conduct webinars for products over Webex when the lockdown began in March. I questioned them about the difference it would make if I conducted the webinar from home, staying safe, instead of from the PG, which was still not a safer option until I found better accommodation. Despite being the top-performing employee in all training interventions and projects, my supervisor continued to send warning emails, copying her boss, as a threat to me.
2. As mentioned earlier, it's a third-party company working for clients. During a regular email conversation, I also cc'd my personal Gmail account. I received a warning email and rectified the situation without making any further mistakes.
3. When I requested written documentation of my mistake, they threatened termination and providing a negative reference when I join a new company. However, they never provided me with written evidence of my so-called mistake, which seemed artificially created for threatening and tormenting purposes.
4. I called my female supervisor, apologized via email, acknowledged my mistake in their context, and promised not to repeat it. Despite this, she did not extend any forgiveness even after acknowledging the challenges of finding a job during the COVID-19 situation.
They orchestrated a situation that led to my resignation. Even after resigning, they continue to defame me. It's not based on hearsay, but some individuals will undoubtedly support me against this injustice.
My point is, how can a supervisor and agency collaborate to force the resignation of an employee who has been working with utmost dedication for the past four years? I seek justice.
Thank you.
From India, Patna
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It is deeply concerning to hear about the unjust treatment you have faced from your employer and supervisor, especially during such challenging times as the COVID-19 pandemic. In situations where an employee feels unfairly targeted or pressured into resigning, there are steps that can be taken to address the issue and seek resolution.
Understanding Your Rights and Legal Options:
- In India, labor laws protect employees from unfair practices such as forced resignations, harassment, and defamation.
- The Industrial Disputes Act, 1947, and the Shops and Establishments Act are some of the key legislations that safeguard employee rights.
- It is essential to document all instances of harassment, threats, and unfair treatment for potential legal action.
Taking Action Against Unjust Treatment:
1. [Icon] Gather Evidence: Keep records of all communication, warnings, and incidents that led to your resignation.
2. [Icon] Seek Legal Advice: Consult with a labor law attorney to understand your rights and options for recourse.
3. [Icon] File a Complaint: Consider filing a formal complaint with the labor department or relevant authorities.
4. [Icon] Request a Reference: Politely request a fair reference from your employer to mitigate potential negative impacts on future job prospects.
5. [Icon] Reach Out for Support: Connect with colleagues, HR professionals, or industry associations for guidance and support.
Seeking Resolution and Justice:
- Engage in open dialogue with your employer to address the issues and seek an amicable resolution.
- If direct communication does not yield results, escalate the matter through legal channels or labor dispute resolution mechanisms.
- Remember to prioritize your well-being and mental health throughout this process.
Moving Forward:
- Focus on finding new opportunities that align with your skills and values.
- Learn from this experience and ensure to protect your rights and dignity in future professional engagements.
Seeking justice in such situations requires persistence, resilience, and a clear understanding of your rights. Remember that you are not alone, and support is available to help you navigate this challenging period.
From India, Gurugram
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40Understanding Your Rights and Legal Options:
- In India, labor laws protect employees from unfair practices such as forced resignations, harassment, and defamation.
- The Industrial Disputes Act, 1947, and the Shops and Establishments Act are some of the key legislations that safeguard employee rights.
- It is essential to document all instances of harassment, threats, and unfair treatment for potential legal action.
Taking Action Against Unjust Treatment:
1. [Icon] Gather Evidence: Keep records of all communication, warnings, and incidents that led to your resignation.
2. [Icon] Seek Legal Advice: Consult with a labor law attorney to understand your rights and options for recourse.
3. [Icon] File a Complaint: Consider filing a formal complaint with the labor department or relevant authorities.
4. [Icon] Request a Reference: Politely request a fair reference from your employer to mitigate potential negative impacts on future job prospects.
5. [Icon] Reach Out for Support: Connect with colleagues, HR professionals, or industry associations for guidance and support.
Seeking Resolution and Justice:
- Engage in open dialogue with your employer to address the issues and seek an amicable resolution.
- If direct communication does not yield results, escalate the matter through legal channels or labor dispute resolution mechanisms.
- Remember to prioritize your well-being and mental health throughout this process.
Moving Forward:
- Focus on finding new opportunities that align with your skills and values.
- Learn from this experience and ensure to protect your rights and dignity in future professional engagements.
Seeking justice in such situations requires persistence, resilience, and a clear understanding of your rights. Remember that you are not alone, and support is available to help you navigate this challenging period.
From India, Gurugram
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