Hello Sun,
Based on what you mentioned/clarified, I think you have a case to ESCALATE the issue with your US Office.
Do you know the Mail ID of the USA HR Head of the MNC [to whom the Indian HR Head reports]? If no, then suggest get it thru your contacts--suggest DON'T TOUCH THE LOCAL HR GUYS EVEN WITH A BARGEPOLE for now.
Summarize the complete details--taking care to include ALL the salient points of your case & AT THE SAME TIME ensuring that it doesn't look like a story--meaning stick to 'brevity'. IF it's a long mail, then it may not even be read by the recipient. Even the Subject ought to be something that draws his/her attention ASAP [maybe 'requesting your intervention' OR 'Is this fair' ,etc, etc]. Hope you get the point.
Also, pl ensure you attach evidence of whatever statements you mention in the mail. For eg., if you mention 'I informed this to so & so', then attach the relevant e-mail using clear numbering/coding [Attachment-1....and so on]. The idea is to ensure that the recipient doesn't need to spend too much time on your case--after all you have to bear in-mind that they WOULD be busy souls.
In case you don't evidence for anything you may wish to include, desist including that point, unless it's VERY CRUCIAL.
Another thing--DON'T make any accusations OR EVEN the slightest negative-sounding words. Use words that convey 'being hurt by this treatment', 'didn't expect this from such a high-standing company', etc... Hope you get the point.
The reason why I suggested NOT to inform or involve the Indian HR guys in this step is: as it is, you don't see anything coming from them & there COULD be a chance that they MAY sabotage your case--just considering the Worst-case-scenario for now. Even if you keep them in the loop, I am not sure they would support you--IF they were so considerate, you wouldn't be posting this situation here in the First place. Whatever they need to do from now on--let it come from their US office.
The reason why I am suggesting this Modus Operandi is that I have tried it earlier [for a different situation] & it works--depends on how you present the case. The way foreigners treat & take such issues is quite different from us Indians--however much it hurts us [many of us Indians have this famous 'chalta hai' attitude imbibed I guess].
All the Best.
Rgds,
TS
From India, Hyderabad
1637Based on what you mentioned/clarified, I think you have a case to ESCALATE the issue with your US Office.
Do you know the Mail ID of the USA HR Head of the MNC [to whom the Indian HR Head reports]? If no, then suggest get it thru your contacts--suggest DON'T TOUCH THE LOCAL HR GUYS EVEN WITH A BARGEPOLE for now.
Summarize the complete details--taking care to include ALL the salient points of your case & AT THE SAME TIME ensuring that it doesn't look like a story--meaning stick to 'brevity'. IF it's a long mail, then it may not even be read by the recipient. Even the Subject ought to be something that draws his/her attention ASAP [maybe 'requesting your intervention' OR 'Is this fair' ,etc, etc]. Hope you get the point.
Also, pl ensure you attach evidence of whatever statements you mention in the mail. For eg., if you mention 'I informed this to so & so', then attach the relevant e-mail using clear numbering/coding [Attachment-1....and so on]. The idea is to ensure that the recipient doesn't need to spend too much time on your case--after all you have to bear in-mind that they WOULD be busy souls.
In case you don't evidence for anything you may wish to include, desist including that point, unless it's VERY CRUCIAL.
Another thing--DON'T make any accusations OR EVEN the slightest negative-sounding words. Use words that convey 'being hurt by this treatment', 'didn't expect this from such a high-standing company', etc... Hope you get the point.
The reason why I suggested NOT to inform or involve the Indian HR guys in this step is: as it is, you don't see anything coming from them & there COULD be a chance that they MAY sabotage your case--just considering the Worst-case-scenario for now. Even if you keep them in the loop, I am not sure they would support you--IF they were so considerate, you wouldn't be posting this situation here in the First place. Whatever they need to do from now on--let it come from their US office.
The reason why I am suggesting this Modus Operandi is that I have tried it earlier [for a different situation] & it works--depends on how you present the case. The way foreigners treat & take such issues is quite different from us Indians--however much it hurts us [many of us Indians have this famous 'chalta hai' attitude imbibed I guess].
All the Best.
Rgds,
TS
From India, Hyderabad
Thanks for the suggestion..and moreover I heard this situation is..because for the past few months some politics happening between operation team and HR team.So that’s playing in my life.
From India
From India
Hi,
I support sateesh in this aspect, silently escalate the issue to the head hr in us and other operational heads. as such, you were on maternity leave for almost six months. a person is usually asked to serve the notice period only to find a suitable replacement for him/ her and enable smooth transfer of the job responsibilities. in your case, you were already off the job for a period much more than the notice period and hence there is no logic in asking you to serve it. over and above, you have compensated the company bu cash in lieu of serving notice.
take a day or two, gather all the communication and other evidences you have, compile a good representation with all the supporting facts and figures and shoot the same to the hr and operations head. when the parawise query is received at this end from US, we can see these jokers dancing.
if the heads in the us don't take action in a fortnight, shoot them a note that you are seeking legal redressal at the appropriate court of law. this will heat up their seats and things will fall in line.
when you have to hit, hit the head, the whole body shudders. escalate the issue to two or three levels higher. i have done it several times and always it worked.
From India, Bangalore
I support sateesh in this aspect, silently escalate the issue to the head hr in us and other operational heads. as such, you were on maternity leave for almost six months. a person is usually asked to serve the notice period only to find a suitable replacement for him/ her and enable smooth transfer of the job responsibilities. in your case, you were already off the job for a period much more than the notice period and hence there is no logic in asking you to serve it. over and above, you have compensated the company bu cash in lieu of serving notice.
take a day or two, gather all the communication and other evidences you have, compile a good representation with all the supporting facts and figures and shoot the same to the hr and operations head. when the parawise query is received at this end from US, we can see these jokers dancing.
if the heads in the us don't take action in a fortnight, shoot them a note that you are seeking legal redressal at the appropriate court of law. this will heat up their seats and things will fall in line.
when you have to hit, hit the head, the whole body shudders. escalate the issue to two or three levels higher. i have done it several times and always it worked.
From India, Bangalore
Hi all,
Thanks to all for your suggestions.As per your suggestions, I worked out ,sent mail to the Heads in India of my previous organisation and got my relieving letter, also joined a new concern from this month too...
It's really a good sight helped me in right time .Just to share my happiness I came back here.Thanks once again to all who gave me good suggestions.
From India
Thanks to all for your suggestions.As per your suggestions, I worked out ,sent mail to the Heads in India of my previous organisation and got my relieving letter, also joined a new concern from this month too...
It's really a good sight helped me in right time .Just to share my happiness I came back here.Thanks once again to all who gave me good suggestions.
From India
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Resignation cum relieving letter.doc