Hi,
One of my friends was terminated last year from a BPO. However, he did nothing wrong with the company, employees, clients, data. He was a good worker and had been working there for 4 years and 5 months. Due to personal problems, he was not happy. One day, he was approached by a guy who requested him to find a job for him in the organization he worked for. He asked him to visit the corporate office. Instead, he visited another building and entered the office premises without security check and took his name. My friend later tried to take him out of the building. The mistake he made was that he did not call his manager or any guard and tried to handle the situation on his own, and in doing that, he got physically engaged within the premises (garage). That was the reason he was terminated due to misconduct. But he did not do that intentionally. He was forced to pull him out of the garage, and the guards thought that he was carrying something else with him. Since he had a good track record since childhood and in that office, couldn't the HR or management suspend him and later transfer him to other sites? Was termination required? Now he is struggling to find a job. Please help him.
I hope this helps.
From India, Delhi
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One of my friends was terminated last year from a BPO. However, he did nothing wrong with the company, employees, clients, data. He was a good worker and had been working there for 4 years and 5 months. Due to personal problems, he was not happy. One day, he was approached by a guy who requested him to find a job for him in the organization he worked for. He asked him to visit the corporate office. Instead, he visited another building and entered the office premises without security check and took his name. My friend later tried to take him out of the building. The mistake he made was that he did not call his manager or any guard and tried to handle the situation on his own, and in doing that, he got physically engaged within the premises (garage). That was the reason he was terminated due to misconduct. But he did not do that intentionally. He was forced to pull him out of the garage, and the guards thought that he was carrying something else with him. Since he had a good track record since childhood and in that office, couldn't the HR or management suspend him and later transfer him to other sites? Was termination required? Now he is struggling to find a job. Please help him.
I hope this helps.
From India, Delhi
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Hi,
I agree with Anita's input. Although his approach was unethical, it wasn't of a criminal nature. Such a problem can be resolved across the table. However, this isn't the end.
Types of misconduct can be many, e.g. theft, refusal to accept a letter, sexual harassment, habitual absence from duty, insubordination, drunkenness (a grave misconduct), participation in an illegal strike, abusing, threatening, misrepresentation for employment, and so on.
The HR personnel should have analyzed the extent of misconduct and taken a call accordingly rather than firing him/her at once.
Cheers!
Abhishek
From India, Vadodara
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2I agree with Anita's input. Although his approach was unethical, it wasn't of a criminal nature. Such a problem can be resolved across the table. However, this isn't the end.
Types of misconduct can be many, e.g. theft, refusal to accept a letter, sexual harassment, habitual absence from duty, insubordination, drunkenness (a grave misconduct), participation in an illegal strike, abusing, threatening, misrepresentation for employment, and so on.
The HR personnel should have analyzed the extent of misconduct and taken a call accordingly rather than firing him/her at once.
Cheers!
Abhishek
From India, Vadodara
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He did nothing wrong or caused any harm to the company, company properties, fellow colleagues, clients, data, etc. Just he got a little physical with a third person who has no relation with the company or with my friend. Now, he is not getting a job in BPO. So, he has decided to switch industries.
From India, Delhi
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From India, Delhi
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