Hi, Can any one suggest me why an empolyee being removed from the job after maternity leave (due to recession). Is there any policy to get ride of this
From India, Bangalore
From India, Bangalore
Hi Vanitha, What type of industry you work for? Did you get a notice period of 1 month before relieved? Regards, Kumar
From India, Bangalore
From India, Bangalore
No way this can be done, this is a clear victimization. No employer should take this type of decision. Even though due to recession you wants to discontinue an employee, she should be allowed to work for some time, give a notice and discontinue. The discontinution should also be last come first go scenario to be followed.
Pl. ask the concerned to talk to HR and if it is futile then can approach labour department and even if approach legally.
With regards - kameswarao
From India, Hyderabad
30Pl. ask the concerned to talk to HR and if it is futile then can approach labour department and even if approach legally.
With regards - kameswarao
From India, Hyderabad
Dear Madam,
This is illegal and gender discriminatory. The Maternity Benefits Act in India also mention in one clause that employer cannot terminate services of pregnent women or beneficiary of maternity benefits on the ground of their maternity. I think recession has no rescue to terminate you better ask Labour Commisione to interveine into matter and hopefully you will be reinstated because such termination is illegal.
Partho
From Saudi Arabia
This is illegal and gender discriminatory. The Maternity Benefits Act in India also mention in one clause that employer cannot terminate services of pregnent women or beneficiary of maternity benefits on the ground of their maternity. I think recession has no rescue to terminate you better ask Labour Commisione to interveine into matter and hopefully you will be reinstated because such termination is illegal.
Partho
From Saudi Arabia
Hi,
This is illegal and gender discriminatory. The Maternity Benefits Act in India also mention in one clause that employer cannot terminate services of pregnent women or beneficiary of maternity benefits on the ground of their maternity. I think recession has no rescue to terminate you better ask Labour Commision to interveine into matter and hopefully you will be reinstated because such termination is illegal.
From India, Ludhiana
This is illegal and gender discriminatory. The Maternity Benefits Act in India also mention in one clause that employer cannot terminate services of pregnent women or beneficiary of maternity benefits on the ground of their maternity. I think recession has no rescue to terminate you better ask Labour Commision to interveine into matter and hopefully you will be reinstated because such termination is illegal.
From India, Ludhiana
Hey
As per the factory Act and Maternity Benefit Act, the employer cannot dismiss any female employee because of maternity leave its a benefit under law. So if such thing is happening then u can talk to the employer or if he is not ready then can go to industrial tribunals.
Manali A
From India, Bhopal
As per the factory Act and Maternity Benefit Act, the employer cannot dismiss any female employee because of maternity leave its a benefit under law. So if such thing is happening then u can talk to the employer or if he is not ready then can go to industrial tribunals.
Manali A
From India, Bhopal
Dear Team,
Ask the employer to give in writing the reason to sack you.
If it is on the ground of Maternity leave inform him in writting that you are asking for legal help to reinstate.
Thanks and regards,
Pranab
From India, Mumbai
Ask the employer to give in writing the reason to sack you.
If it is on the ground of Maternity leave inform him in writting that you are asking for legal help to reinstate.
Thanks and regards,
Pranab
From India, Mumbai
Vanitha - Pls help answer the below queries and provide any other fact that you may have missed:
1. Did you resume work post ML and spent few days in office or you received the termination letter in the midst of your ML/ date of resumption of work?
2. In these times of recession, did your employer transfer you to a different office/ city after you resumed work, which you did not accept?
3. Does your term of Appointment carry a clause on Transfer/ place of posting? Does it state that when required "the Company may transfer you to any location as per business requirement”?
4. Does your term of Appointment carry a clause on "Termination”? Does it state “termination of employment without assigning any reason thereof"?
From India, Delhi
1. Did you resume work post ML and spent few days in office or you received the termination letter in the midst of your ML/ date of resumption of work?
2. In these times of recession, did your employer transfer you to a different office/ city after you resumed work, which you did not accept?
3. Does your term of Appointment carry a clause on Transfer/ place of posting? Does it state that when required "the Company may transfer you to any location as per business requirement”?
4. Does your term of Appointment carry a clause on "Termination”? Does it state “termination of employment without assigning any reason thereof"?
From India, Delhi
Hi
No sensible HR will do this. Generally women have extend maternity leaves beyond the authorised 3+1 months. I am sure in this case too the HR must have taken advantage of this extra leave for termination.
Under Normal circumstances you can drag the company to court.
From India
No sensible HR will do this. Generally women have extend maternity leaves beyond the authorised 3+1 months. I am sure in this case too the HR must have taken advantage of this extra leave for termination.
Under Normal circumstances you can drag the company to court.
From India
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