Dear Seniors,
My wife is working in a pharma company as a HR Manager. Some of the resigned candidates keep on calling for their final settlement. Off late yesterday she received a call from an unknown number. 2 to 3 guys called and started using filthy language. Nothing was mentioned regarding the settlement or any organizational requirements. When I called on the number and warned them of consequences they should face on such calls, since then the number is switched off. I traced that the call has come from MP / Chattisgarh region and we have identified 2 to 3 candidates for whom final settlements are due.
My query is that in view of such blank calls, is there any way that we can pin on the number? If we trace on any one, what kind of action can be taken against such persons? My company is in Andhra Pradesh doing formulations marketing.
Your valuable guidelines are requested.
Dayal Saran M
From India, Hyderabad
1My wife is working in a pharma company as a HR Manager. Some of the resigned candidates keep on calling for their final settlement. Off late yesterday she received a call from an unknown number. 2 to 3 guys called and started using filthy language. Nothing was mentioned regarding the settlement or any organizational requirements. When I called on the number and warned them of consequences they should face on such calls, since then the number is switched off. I traced that the call has come from MP / Chattisgarh region and we have identified 2 to 3 candidates for whom final settlements are due.
My query is that in view of such blank calls, is there any way that we can pin on the number? If we trace on any one, what kind of action can be taken against such persons? My company is in Andhra Pradesh doing formulations marketing.
Your valuable guidelines are requested.
Dayal Saran M
From India, Hyderabad
Dear Mr. Dayal Saran
Let me introduce myself as INDIAN but native of KADAPA, ANDHRA PRADESH.
Let me put in this way. I really wonder why we people don't "THINK OUT OF THE BOX". Its easy to post a query but i believe its difficult for others to evaluate their own query in search of a appropriate solution.
Your wife being HR MANAGER should understand that, once employee(s) resignation is ACCEPTED, F&F SETTLEMENT should be made ASAP or within SHORTEST PERIOD OF TIME or lets say MAXIMUM a WEEK. If F&F SETTLEMENT is not applicable due to certain FACTORS then, employees must be informed in WRITTEN and must and should receive ACKNOWLEDGEMENT for them, for the same.
I have no idea why FINAL SETTLEMENT is being held. Your wife would be in a better position to provide us better insight about the existing scenario. I blame your wife because she had given scope for ex-employees to behave abnormally or like saddist or psycho or out of frustration or whatsoever it is.
On top priority basis, kindly to try to settle down their dues and in future, if you receive such calls then you are requested to REGISTER FIR by providing relevant INFORMATION/MOBILE NUMBERS.
Please feel free to share if you have missed any information pertaining to your wife's query..
With profound regards
From India, Chennai
Let me introduce myself as INDIAN but native of KADAPA, ANDHRA PRADESH.
Let me put in this way. I really wonder why we people don't "THINK OUT OF THE BOX". Its easy to post a query but i believe its difficult for others to evaluate their own query in search of a appropriate solution.
Your wife being HR MANAGER should understand that, once employee(s) resignation is ACCEPTED, F&F SETTLEMENT should be made ASAP or within SHORTEST PERIOD OF TIME or lets say MAXIMUM a WEEK. If F&F SETTLEMENT is not applicable due to certain FACTORS then, employees must be informed in WRITTEN and must and should receive ACKNOWLEDGEMENT for them, for the same.
I have no idea why FINAL SETTLEMENT is being held. Your wife would be in a better position to provide us better insight about the existing scenario. I blame your wife because she had given scope for ex-employees to behave abnormally or like saddist or psycho or out of frustration or whatsoever it is.
On top priority basis, kindly to try to settle down their dues and in future, if you receive such calls then you are requested to REGISTER FIR by providing relevant INFORMATION/MOBILE NUMBERS.
Please feel free to share if you have missed any information pertaining to your wife's query..
With profound regards
From India, Chennai
Hi Dayal Saran,
The maturity level of all individuals is not same, so such calls are not a new thing it happens many a times with other companies too...
Your wife can lodge a complaint against them if the number and other details are there, but it is an official matter so she needs to seek permission or have a discussion with her seniors in company as well before proceeding further. As a husband i can understand your concern, but let the company handle this issue and take a decision over FIR or no FIR.
Hope it will be of help....
From India, Delhi
The maturity level of all individuals is not same, so such calls are not a new thing it happens many a times with other companies too...
Your wife can lodge a complaint against them if the number and other details are there, but it is an official matter so she needs to seek permission or have a discussion with her seniors in company as well before proceeding further. As a husband i can understand your concern, but let the company handle this issue and take a decision over FIR or no FIR.
Hope it will be of help....
From India, Delhi
Hi Khadir,
I disagree with lots of statements mentioned in your reply, ...companies take almost 3 weeks to 45 days to clear F&F and such things are mentioned in the policy manual.
If in case such things are not mentioned anywhere, the employees are informed about the same on their last working day and is given a date to come and collect their F&F.
Even if none of this is here, no one has the right to call and abuse anyone in the organisation...Using foul language and abuse is criminal and company can take actions against them.
regards,
Archna
From India, Delhi
I disagree with lots of statements mentioned in your reply, ...companies take almost 3 weeks to 45 days to clear F&F and such things are mentioned in the policy manual.
If in case such things are not mentioned anywhere, the employees are informed about the same on their last working day and is given a date to come and collect their F&F.
Even if none of this is here, no one has the right to call and abuse anyone in the organisation...Using foul language and abuse is criminal and company can take actions against them.
regards,
Archna
From India, Delhi
Hi Archana,
Thanks for the reply and insight. Vl follow the suggested.
--Dayal
Hi Khadir,
All points mentioned by you are intimated well in advance and in writing. Ex employee (field staff) should submit NOC's from parties, company property etc for F & F settlement.
Anyhow, vl try to implement your suggestions.
Thanks
Dayal
From India, Hyderabad
Thanks for the reply and insight. Vl follow the suggested.
--Dayal
Hi Khadir,
All points mentioned by you are intimated well in advance and in writing. Ex employee (field staff) should submit NOC's from parties, company property etc for F & F settlement.
Anyhow, vl try to implement your suggestions.
Thanks
Dayal
From India, Hyderabad
Dear Ms. Archana,
To my knowledge, I had posted my suggestion responding to the query posted, which made employees to behave abnormally.
1) Not every organisation had provided their employees with EMPLOYEE MANUAL
2) EXCEPT PF, other settlements doesn't not take more than a day or two.
a) Mr. Dayal is/was only worried about the BLANK CALL's received on his wife mobile but he didn't mentioned anything related to internal process pertaining to settlement.
b) Mr. Dayal has stated clearly, the calls were received from those employees whose settlement are due.
Did Mr. Dayal tried to find out the objective behind those BLANK CALLS.
I do agree with you, none has to right to call or abuse anyone in the organisation but please do think, who is held responsible for making employee "CRAZY". Kindly do think about the FACTORS associated with an employee for getting FRUSTRATED and the outcome is BLANK CALLS/ABNORMAL BEHAVIOUR and much more...There should be reason for receiving such blank calls...You need to consider both sides of the coin.
My way of dealing with employees is for beyond's anybody's imagination because i don't believe in PUNISHING HUMAN'S because it is an easy task but, ON HUMANITARIAN GROUNDS, I LOVE AND WANT THEM TO UNDERSTAND AND REALIZE WHAT MADE THEM TO GO WRONG. Henceforth i am focusing on HUMAN PSYCHOLOGY/ATTITUDE/BEHAVIOUR and MATURITY SKILLS which is essential for every HUMAN on EARTH to lead a better life.....
Hope you understood what i wanted to convey.
With profound regards
From India, Chennai
To my knowledge, I had posted my suggestion responding to the query posted, which made employees to behave abnormally.
1) Not every organisation had provided their employees with EMPLOYEE MANUAL
2) EXCEPT PF, other settlements doesn't not take more than a day or two.
a) Mr. Dayal is/was only worried about the BLANK CALL's received on his wife mobile but he didn't mentioned anything related to internal process pertaining to settlement.
b) Mr. Dayal has stated clearly, the calls were received from those employees whose settlement are due.
Did Mr. Dayal tried to find out the objective behind those BLANK CALLS.
I do agree with you, none has to right to call or abuse anyone in the organisation but please do think, who is held responsible for making employee "CRAZY". Kindly do think about the FACTORS associated with an employee for getting FRUSTRATED and the outcome is BLANK CALLS/ABNORMAL BEHAVIOUR and much more...There should be reason for receiving such blank calls...You need to consider both sides of the coin.
My way of dealing with employees is for beyond's anybody's imagination because i don't believe in PUNISHING HUMAN'S because it is an easy task but, ON HUMANITARIAN GROUNDS, I LOVE AND WANT THEM TO UNDERSTAND AND REALIZE WHAT MADE THEM TO GO WRONG. Henceforth i am focusing on HUMAN PSYCHOLOGY/ATTITUDE/BEHAVIOUR and MATURITY SKILLS which is essential for every HUMAN on EARTH to lead a better life.....
Hope you understood what i wanted to convey.
With profound regards
From India, Chennai
Hello,
This is getting interesting despite a solution in place.
Permit me set the perspective on the issue.
1) Yes, the employer is obliged at law and as a good management practice to settle f&F dues of each employees soonest.
2) I am NOT stating the statutory limit as that part is NOT relevant here!
3) Even if the employer is at fault, NO ONE has a right to misbehave. We live in a society governed by constitution and law. If despite this some wants to muscle his/her way about, the employer will be justified in responding appropriately!
4) MR. Khadir has spoken sitting in judgement even before all facts were placed before us. That is unfortunate!
5) Like Ms. Archana said, the issues concerning probable Police involvement is best hand;ed and decided by the Organization.
6) A blank call spouting venom and filthy abuses is self evident in motives. It could not be "to make inquiry about well being of Mr. Dayal's family!" It only does not SHOW the culprit but that is NOT difficult to search.
Finally HR does NOT mean that it should take everything lying down. That it must not make a mistake is an uncompromisable fact but even if it does, that by itself does NOT give the other side to take law into their own hands. Also the forum is to help each other and NOT critise or sit in judgement even indirectly or unintentionally!
Kindly do not take an offence anybody-particularly Mr. Khadir. My expression is an appeal to all members please.
Regards
samvedan
May 29, 2011
----------------
From India, Pune
This is getting interesting despite a solution in place.
Permit me set the perspective on the issue.
1) Yes, the employer is obliged at law and as a good management practice to settle f&F dues of each employees soonest.
2) I am NOT stating the statutory limit as that part is NOT relevant here!
3) Even if the employer is at fault, NO ONE has a right to misbehave. We live in a society governed by constitution and law. If despite this some wants to muscle his/her way about, the employer will be justified in responding appropriately!
4) MR. Khadir has spoken sitting in judgement even before all facts were placed before us. That is unfortunate!
5) Like Ms. Archana said, the issues concerning probable Police involvement is best hand;ed and decided by the Organization.
6) A blank call spouting venom and filthy abuses is self evident in motives. It could not be "to make inquiry about well being of Mr. Dayal's family!" It only does not SHOW the culprit but that is NOT difficult to search.
Finally HR does NOT mean that it should take everything lying down. That it must not make a mistake is an uncompromisable fact but even if it does, that by itself does NOT give the other side to take law into their own hands. Also the forum is to help each other and NOT critise or sit in judgement even indirectly or unintentionally!
Kindly do not take an offence anybody-particularly Mr. Khadir. My expression is an appeal to all members please.
Regards
samvedan
May 29, 2011
----------------
From India, Pune
Dear Mr. Samvedan
Would you mind explaining "Kindly do not take an offence anybody-particularly Mr. Khadir" as i am not able to interpret it.
I believe we are indirectly promoting the strategy "REACT BUT DON'T RESPOND" and this is what is convey to other members of this forum.
With profound regards
From India, Chennai
Would you mind explaining "Kindly do not take an offence anybody-particularly Mr. Khadir" as i am not able to interpret it.
I believe we are indirectly promoting the strategy "REACT BUT DON'T RESPOND" and this is what is convey to other members of this forum.
With profound regards
From India, Chennai
Hello,
Bacause aside of Ms. Archana you were the only member who had responded to Mr. Dayal's posting and bacause there was nothing in my response that Ms. Archana could take an offence to, it left only you and others who may read this thread and even if they have not participated, they could feel hurt and offended. So there was a general appeal and I do not consider anything objectionable in my appeal. I assure you of that. If a hurt is anyway caused, it certainly was not intentional. I wish to explain myself clearly so as to avoid any probable misunderstanding.
Have I made myself clear now? My apologies if you are hurt.
Regards
samvedan
May 30, 2011
----------------
From India, Pune
Bacause aside of Ms. Archana you were the only member who had responded to Mr. Dayal's posting and bacause there was nothing in my response that Ms. Archana could take an offence to, it left only you and others who may read this thread and even if they have not participated, they could feel hurt and offended. So there was a general appeal and I do not consider anything objectionable in my appeal. I assure you of that. If a hurt is anyway caused, it certainly was not intentional. I wish to explain myself clearly so as to avoid any probable misunderstanding.
Have I made myself clear now? My apologies if you are hurt.
Regards
samvedan
May 30, 2011
----------------
From India, Pune
Dear All
I have seen one thing in life and that is " Two wrongs dont make one right". Irrespective of who was at fault, and why they did a act of inferior nature is totally irrelevant because, in a act when performed of such nature the intend of the person is to harass the other and not to settle the matter amicably.
Use of abusive language against a female amounts of outraging modesty of a female as per IPC, and no amount of justification can cause an act with criminal intent to be considered as right.
Dayal, your wife is not harassed because of personal animosity, but because she is HR manager of the company she is currently working for. So I suggest that instead of taking up the matter at individual level, coax the company to do the needful against such harassment.
Regards
Octavious
From India, Mumbai
I have seen one thing in life and that is " Two wrongs dont make one right". Irrespective of who was at fault, and why they did a act of inferior nature is totally irrelevant because, in a act when performed of such nature the intend of the person is to harass the other and not to settle the matter amicably.
Use of abusive language against a female amounts of outraging modesty of a female as per IPC, and no amount of justification can cause an act with criminal intent to be considered as right.
Dayal, your wife is not harassed because of personal animosity, but because she is HR manager of the company she is currently working for. So I suggest that instead of taking up the matter at individual level, coax the company to do the needful against such harassment.
Regards
Octavious
From India, Mumbai
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.
Hello Seniors.doc
LANGUAGE SOFTWARE.xls