I am very very thankful for all your responses. Some people replied that there is a confusion in my query. I would like to explain in the following way.
Employee is working with company X on the projects of Company Y for some time (at the time of resignation, employee is not working on Comp Y projects). After some days Employee resigned Company X and got his reliving letters and all clearance and after few weeks he got offer from Company Y and joined.
Company X had taken over a division of Company Y, which this employee was previously working. But no documents/agreements or details were provided stating that employees should not work with company Y. And now the employee had joined a independent division of Company Y(another registration), which has its own existence.
And now Company X, started saying that it is illegal to join Comp Y, as this employee had once worked with Company Y through Company X. And according to X policies employes should not work with the companies that were X company clients whom the employee was involved in his tenure in Company X.
There is nothing in the offer letters, and terms and conditions about such rules, but the company X is saying that the employee had signed a document, and there employee dnt remember anything of such and there are no documents provided by company X regarding the same.
From India, Gurgaon
Employee is working with company X on the projects of Company Y for some time (at the time of resignation, employee is not working on Comp Y projects). After some days Employee resigned Company X and got his reliving letters and all clearance and after few weeks he got offer from Company Y and joined.
Company X had taken over a division of Company Y, which this employee was previously working. But no documents/agreements or details were provided stating that employees should not work with company Y. And now the employee had joined a independent division of Company Y(another registration), which has its own existence.
And now Company X, started saying that it is illegal to join Comp Y, as this employee had once worked with Company Y through Company X. And according to X policies employes should not work with the companies that were X company clients whom the employee was involved in his tenure in Company X.
There is nothing in the offer letters, and terms and conditions about such rules, but the company X is saying that the employee had signed a document, and there employee dnt remember anything of such and there are no documents provided by company X regarding the same.
From India, Gurgaon
2
when the employee has resigned and joined another co thee previous has not right to stop that person working for co y the relation with company x is over, the game is over
From India, Hyderabad
From India, Hyderabad
Thanks for your response.. But the Company X is sending a bit threatening mails, that is the reason of worry.. they are saying that it is illegal? could not ustd how it could be illegal, and even at the time of reliving no list was given or no agreements were made..
There were some cases where employes can work with almost 5 to 6 clients a year for Comp X. If all those to be avoided it is a career destroying for employees.
Other worry is if in future any company makes a background check and if company X would give a negative feedback then it would be a difficult thing. Employe has invested almost 6 years in the company X and it was his first company..
From India, Gurgaon
There were some cases where employes can work with almost 5 to 6 clients a year for Comp X. If all those to be avoided it is a career destroying for employees.
Other worry is if in future any company makes a background check and if company X would give a negative feedback then it would be a difficult thing. Employe has invested almost 6 years in the company X and it was his first company..
From India, Gurgaon
Many a times, when companies sign Service Contract with their clients for On-Site Engineers, they do put in a clause stating that the engineer would not be recruited by the client for a mutually agreed period of time, even after the engineer has quit the employer. This is done as a safeguard because the Vendor company spends time and money on the engineer to prepare him for on-site job, and it would be unfair if they did not get the Return on Investment (ROI). After the pre-determined period of time, the Engineer is free to join the client and the client is free to recruit the engineer, if they so wish.
Is this the scenario in your case?
From India, Bangalore
Is this the scenario in your case?
From India, Bangalore
what it is in my case
i am writing the thread kindly member pls view and give me the advice
what to do in my case
i worked with consulting firm in 2005 as office administrator , at the time of my interview my mgr mr moses have decided 3000 pm as my salary and promised me after 6 months he will increase my salary pay or else he ill put me in other co , i worked for few days and i realised that my mgr was paying me less but still i waited for the promise he has given me, when 6 month came i was expecting appraisal but he did not increase my pay then i went and reminded him about the appraisal , my mgr told he will think about me another six months over he didnt increase my pay , then again i went and spoke either raise my pay or put me in other co , he said he will put me in other co and asked me which co i was interested i have taken his client co franklin templeton, i was given permission , next day i asked my colleague to forward my profile to client , my profile was forwarded in the mean time my newly appointed branch mgr has asked me to resign the co that too without serving notice period , after one month my profile got shortlisted and my iinterview was scheduled ,, i had one initial hr and one typing round and they informed me that i will have further round after a month , again i got call from client for further rounds , the management was very impressed with my interview and i was told thanks for coming to interview , client company has informed my JD to my consultancy firm but my consultancy has given me the wrong feed back they told that i havent got selected and started passing my mobile number to other companies , but i wasnt aware of that it is my co who is passing my number , they were just calling for interview and doing headhunting in this way i attended many interview but i got job no where then i purchased a system put the net connection and stated forwarding my profiles to companies thenn came to know through some source my system is hacked and call are getting traced many times i reached them directly and asked them why u people are doing so they have answer me they arent doing like this 8 yrs over an i am still jobless , i got to know indirectly that my firm wants me to rejoin the co , but they have kept the situation that i should make call and begg them to hire back
now please advice me in such a case why should i ask make call to co to take me back when i haven't left the co, at the time of removing me from the co the newly appointed mgr insulted me stating i dont need ur services anymore nor we can help u in any case
From India, Hyderabad
i am writing the thread kindly member pls view and give me the advice
what to do in my case
i worked with consulting firm in 2005 as office administrator , at the time of my interview my mgr mr moses have decided 3000 pm as my salary and promised me after 6 months he will increase my salary pay or else he ill put me in other co , i worked for few days and i realised that my mgr was paying me less but still i waited for the promise he has given me, when 6 month came i was expecting appraisal but he did not increase my pay then i went and reminded him about the appraisal , my mgr told he will think about me another six months over he didnt increase my pay , then again i went and spoke either raise my pay or put me in other co , he said he will put me in other co and asked me which co i was interested i have taken his client co franklin templeton, i was given permission , next day i asked my colleague to forward my profile to client , my profile was forwarded in the mean time my newly appointed branch mgr has asked me to resign the co that too without serving notice period , after one month my profile got shortlisted and my iinterview was scheduled ,, i had one initial hr and one typing round and they informed me that i will have further round after a month , again i got call from client for further rounds , the management was very impressed with my interview and i was told thanks for coming to interview , client company has informed my JD to my consultancy firm but my consultancy has given me the wrong feed back they told that i havent got selected and started passing my mobile number to other companies , but i wasnt aware of that it is my co who is passing my number , they were just calling for interview and doing headhunting in this way i attended many interview but i got job no where then i purchased a system put the net connection and stated forwarding my profiles to companies thenn came to know through some source my system is hacked and call are getting traced many times i reached them directly and asked them why u people are doing so they have answer me they arent doing like this 8 yrs over an i am still jobless , i got to know indirectly that my firm wants me to rejoin the co , but they have kept the situation that i should make call and begg them to hire back
now please advice me in such a case why should i ask make call to co to take me back when i haven't left the co, at the time of removing me from the co the newly appointed mgr insulted me stating i dont need ur services anymore nor we can help u in any case
From India, Hyderabad
Thanks for the response.
No, here it is not ONSITE. As mentioned earlier, the comp Y division in which employe working is taken over by Comp X, and employee was working on same projects for some time. Now employee got offer from Comp Y's other division. And for ONSITE engineers company asks to sign a bond of specified time period that employee should not quit till that time.
And in the case said by you, the companies are to discuss about the things and timelines rather than forcing the employees.. How would employe knw about their agreements. Employees are concerned with good growth, culture and opportunities.
Correct me if i m wrng
Thnks
From India, Gurgaon
No, here it is not ONSITE. As mentioned earlier, the comp Y division in which employe working is taken over by Comp X, and employee was working on same projects for some time. Now employee got offer from Comp Y's other division. And for ONSITE engineers company asks to sign a bond of specified time period that employee should not quit till that time.
And in the case said by you, the companies are to discuss about the things and timelines rather than forcing the employees.. How would employe knw about their agreements. Employees are concerned with good growth, culture and opportunities.
Correct me if i m wrng
Thnks
From India, Gurgaon
Usually the agreement is between the Vendor company and Client company, that the Client Company "Will not hire" any employee from the vendor company during the contract period and the cooling-off period. When the Client Company has agreed not to hire, then no need for any agreement with employee. If the Client Company violates the contract unknowingly, then the Vendor company will send a notice to them to discharge the said employee of his duties, and the client company has to comply. But if they do not comply, then the Vendor Company can drag the Client company to court for violation. The employee, as a worst case scenario, will have to find another job.
From India, Bangalore
From India, Bangalore
Just inform the current company that the previous company is harassing them and also write back to the previous company that he will be forced to give a police complaint for harassment. And if it still persists, go ahead and give a police complaint. Once the police summons them and asks them under what grounds are they harassing, the guys will stop this harassment. Its even better if the cops are known to you. It helps.
From Indonesia, Jakarta
From Indonesia, Jakarta
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Experts Tips to Make REsume1.jpg
Case Studies in Performance Management - A Guide from the Experts.[2006.I SBN0471776599]. pdf