Hello Everyone,
I need your help; here is my story:
On September 14, I got selected in one of the startup companies in Hyderabad (I have around 5 years of IT experience). During my interview process, the senior HR asked me about my spouse. I told them she is a fresher and is searching for a job (her expertise is in Android app development).
He said, "Oh, we do have requirements for Android developers. Once you are on board, we may select your spouse as well." (Point: They initiated this discussion)
I joined them in December 2014. In January 2015, I asked my manager that during my interview process, HR mentioned the Android position. So, do you have any such opening? If so, will you conduct an interview for my spouse as well? (I didn't ask them for a favor; I asked them to screen my spouse before hiring her).
They confirmed that they have requirements and interviewed her. They decided to onboard her in March 2015 and released an offer letter for her in January 2015.
In April 2015, I resigned because they kept me on the bench for more than 4 months. The next day, they released me – which is fair enough.
However, they also released my spouse by informing her that they have no requirements for Android developers and thus relieving her. This is totally unfair. If they didn't have any opening, why did they hire her in the first place? They let her go just because I resigned, which shows they are treating this personally rather than professionally.
It's a loss of her 5 months, and it's totally illegal to do this kind of thing. Please suggest what I can do in such situations.
From India, Hyderabad
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I need your help; here is my story:
On September 14, I got selected in one of the startup companies in Hyderabad (I have around 5 years of IT experience). During my interview process, the senior HR asked me about my spouse. I told them she is a fresher and is searching for a job (her expertise is in Android app development).
He said, "Oh, we do have requirements for Android developers. Once you are on board, we may select your spouse as well." (Point: They initiated this discussion)
I joined them in December 2014. In January 2015, I asked my manager that during my interview process, HR mentioned the Android position. So, do you have any such opening? If so, will you conduct an interview for my spouse as well? (I didn't ask them for a favor; I asked them to screen my spouse before hiring her).
They confirmed that they have requirements and interviewed her. They decided to onboard her in March 2015 and released an offer letter for her in January 2015.
In April 2015, I resigned because they kept me on the bench for more than 4 months. The next day, they released me – which is fair enough.
However, they also released my spouse by informing her that they have no requirements for Android developers and thus relieving her. This is totally unfair. If they didn't have any opening, why did they hire her in the first place? They let her go just because I resigned, which shows they are treating this personally rather than professionally.
It's a loss of her 5 months, and it's totally illegal to do this kind of thing. Please suggest what I can do in such situations.
From India, Hyderabad
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Hi,
I understand your frustration at having lost jobs for both people in the family, and it may seem unjust from one point of view; but it's the struggle in life, and sometimes we have to accept it.
If you left the company thinking that you could still depend on her salary for income, then the reason behind this unrest is your 'career choice risk' and not the company's 'illegal termination issue of your spouse.'
Since they relieved you in one day and relieved her without notice, it seems you do not have any contract signed for the relieving period. In that case, it is not illegal to terminate the employment contract from the company, given a due reason.
If the company has stated that she is relieved due to "No further requirement" for the organization, then that's a fair reason. She can pursue her career further without any dent on her professional record. Why are you so worried about what the actual reason would be? She has gained experience and salary for five months. How can it be a waste?
You mentioned you were on the bench for four months. It may be a fact that they really do not have work and were retaining her just because they were retaining you. The priorities for her release over other employees might have increased when you left.
I really do not think you should argue or can win this argument with that company... Sorry for that!
Best of luck in pursuing your next job, to you and your spouse as well!
Best Regards,
Amod Bobade.
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85I understand your frustration at having lost jobs for both people in the family, and it may seem unjust from one point of view; but it's the struggle in life, and sometimes we have to accept it.
If you left the company thinking that you could still depend on her salary for income, then the reason behind this unrest is your 'career choice risk' and not the company's 'illegal termination issue of your spouse.'
Since they relieved you in one day and relieved her without notice, it seems you do not have any contract signed for the relieving period. In that case, it is not illegal to terminate the employment contract from the company, given a due reason.
If the company has stated that she is relieved due to "No further requirement" for the organization, then that's a fair reason. She can pursue her career further without any dent on her professional record. Why are you so worried about what the actual reason would be? She has gained experience and salary for five months. How can it be a waste?
You mentioned you were on the bench for four months. It may be a fact that they really do not have work and were retaining her just because they were retaining you. The priorities for her release over other employees might have increased when you left.
I really do not think you should argue or can win this argument with that company... Sorry for that!
Best of luck in pursuing your next job, to you and your spouse as well!
Best Regards,
Amod Bobade.
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